Performance Management

Although researchers in strategic human resource management have established a relationship between HRM practices and organizational performance, the intervening process connecting HRM system and organizational performance remains unexplored.

We at PeopleSide Consulting have developed approach of linking HR with organizational performance through a prime process. The process makes direct connection with organizational financial performance and its people performance. At the same time, it has been found that each and every HRM practice has an indirect influence on the operational and financial performance of the organization. Our proven Performance Management System helps organisations develop HRM practices such as training, job design, compensation and incentives directly affect the operational performance parameters.
Our performance review and management processes help organisations to encourage their employee to perform at their best by aligning themselves to their organisational goal.

We work with organisation to help their every employee to be clear about the contribution they will make to serving customers, managing business and advancing strategy. In assessing employee performance, we focus on both what has been achieved and the values and behaviours demonstrated in achieving those results.

Our Performance Management System approach:

• Ensures all employees understand organisational strategic priorities and the specific contribution they can play in achieving these goals.
• Accesses employee performance based on both outcomes achieved and how they have demonstrated the organisation’s values in achieving these.
• Includes a focus on frequent, meaningful and open performance and development conversations throughout the year.

Steps wise approach

1. Performance Planning:

   We understand organisation’s goal and performance criteria, Help them align people to set goals and develop organisation values. We have designed tools like setting up of Goals and Objectives in given time frames and set up review mechanism.

2. Identify and bridge capability gaps:

   The individual development needs are identified and plan to bridge them with training and coaching are planned, this gives each employee a best support to perform better and be on target, motivates them and encourages to stay on with their performance plan.

3. Performance assessment and reviews:

   The entire People Performance Management system is well integrated with technology. This enables us to get real time data, make any mid-way course corrections to plan resources. Performance review is done in a fair and unbiased way.

A step further:

We help organisations to design the Reward System and Pay for Performance Systems creating a real win-win situation for employee and employers.