The Performance Management System is essentially a continuous work process to promote and improve employee effectiveness. Managers and employees work together to plan, monitor and review work objectives and overall contributions to the organisation.  

We follow these steps while designing or modifying your existing Performance Management System:


1. Defining Performance Metrics Through the Role Profile: 


    The Role Profile is the most important document and is the basis of performance management.It defines 

     what is to be done by the employee in terms of 

  • Key results expected

  • Technical competencies required (what role holders are expected to know and do)

  • Behavioral competencies ( how role holders are expected to behave)

  • Core values of the organization like quality focus, continuous improvement,customer service, innovation, care and consideration for people,environmental issues and equal opportunity.

​2. Developing Processes for Setting Goals and KRAs (Key Result Areas). 

    Goals and Key Result Areas provide the basis for managing performance throughout the year and for guiding

    individual improvement and development activities. The outcome of this goal setting process is the DETAILED     

    PERFORMANCE PLAN. It can be used as a reference point while reviewing an employee’s performance and 

    his development areas. This performance and development planning is ideally carried out jointly by the manager

    and the individual employee. The steps involved are : 

  •      Setting of objectives and targets in terms of Key Result Areas 

  •      Setting measures for assessment. It is important to define how the assessment will take place. it is often said         that, ‘if you can’t measure it, you can’t manage it’ and ‘what gets measured gets done’. Improvements can start       only from an understanding of what the level of current  performance is, in terms of both results and the               competence to do the task. This is the basis of  identifying  improvement and  development  needs. 

  •      Setting criteria for assessment

 3. Tracking Progress Against Agreed Goals and Objectives. 

     Tracking and measurement of progress helps in providing feedback, by identifying areas where things are

     going well so that further success can be built up. It also indicates areas where things are not going so well,

     so that corrective action can be taken.

 4. Review and Feedback Mechanism 

     Performance Management is a forward looking process, and its analysis may provide guidance on areas for       

     improvement, or for raising performance standards. Review and feedback helps in establishing priorities about

     which key aspects of the job need to be given attention to. And of course, a major focus of attention is on the 

     support employees need, to do well in their work, at the present moment and in the future.   

      With this end in mind, we work by encouraging employees to take ownership of their own performance,

      and overcome challenges, while working as a resourceful and productive team.  

      Contact us to find out how we can help you


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