Performance Management Consulting Services

Performance Management is systematic approach to performance improvement through an ongoing process of establishing strategic performance objectives, measuring performance, collecting, analysing, reviewing and reporting performance data, and using that data to improve performance and achieve objectives. To be effective, performance measurement must be linked to the organisation’s strategic plan.

Analytix specialises in the design and implementation of Performance Management Systems, helping clients to establish simple but effective measures of strategic performance.

We offer performance management consulting in the following areas:

• Performance Management Systems
• Balanced Scorecard Development
• Competency Management
• Reward and Recognition Strategy
• Performance Rating

 Performance Management System

We see Performance Management as a systematic process of: 

• Target setting - Planning work and output expectations
• Performance Appraisal and Monitoring - Continually monitoring performance
• Rewarding good performance and managing poor performance
• Competency Management and Assessment
• Personal Development Planning - Developing and enhancing the capacity to perform
• Performance and Competency Rating - Periodically rating and assessing performance in a summary fashion

Our approach to the performance management and measurement facilitation is based upon the foundation of strategic objectives and supporting performance measures, and focuses attention on the critical few measures that drive success. We will assist to eliminate non-essential measures that add complexity and cost, as well as to test if selected measures can be measured at all, and to help identify sources, or to assist in defining initiatives to continuously improve the measurement process and infrastructure.

We help our clients to work through a process that can be thought of as five integrated phases.

Balanced Scorecard Development

Organisations devote significant time, energy, human and financial resources to measuring their performance in achieving strategic objectives. But the sobering fact is that about 9 out of 10 organisations fail to implement their strategies.

The Balanced Scorecard has emerged as a proven and effective tool to capture, describe, and translate organisations strategic goals, into meaningful objectives at corporate, divisional, and individual employee levels, thereby allowing for the strategies to be successfully implemented.

Our Balanced Scorecard development and implementation services cover all the key stages required to implement the Balanced Scorecard in your organisation. We offer extensive experience in assisting organisations to:

• Integrate the Balanced Scorecard with your Performance Management System
• Step-by-step Development of the Balanced Scorecard, involving:
  • Vision and strategy facilitation, assisting management and teams to reach consensus on strategic goals, and to map the strategic destination for their particular organisation or business unit.
  • The deliverable is a clearly defined, agreed upon strategy map, cause, and effect linkages, objectives, measures, targets, ownership and initiatives.
  • Developing performance objectives and measures
  • Finalising strategic performance measures and developing cause and effect linkages.
  • Setting targets and prioritising initiatives.
• Embedding the Balanced Scorecard in the organisation’s management system
  • Cascading the balanced scorecard to build organisational alignment
  • Using the balanced scorecard to strategically allocate resources
  • Linking rewards to performance: The balanced scorecard and compensation
• Sustaining Balanced Scorecard Success
  • Reporting balanced scorecard results
  
   
  Our Balanced Scorecard Development approach makes provision for the development of strategy maps. The strategy map will depict the cause and effect relationships between different strategic objectives, linking the innovation and learning perspective, to the operational perspective to the customer perspective and ultimately financial perspective, for various themes.

  Competency Management

  Our competency management services offer clients the opportunity to align the Human Resources and performance management efforts behind a robust competency framework.
  
  A competency framework outlines the competencies common to all levels of seniority, yet the behaviours associated with these competencies are different for each level and are described in full. This approach to competency design is particularly useful for giving employees an illustration of the sorts of characteristics expected of them as they progress within the organisation.
  
  Our Competency Profiling Process involves establishing a Competency Profile for every job family. With this approach, different people holding positions within an organisation are expected to operate at required levels of complexity. The approach allows for individuals to rate themselves against the required proficiency levels as dictated by the position’s competencies and identify gaps as per the defined Competency Profile for that Position. The next step in the process is the actual assessment of the individual’s performance with regard to the competency by the supervisor.
  
  The result is the identification of competency gaps, allowing supervisor and employee to agree on the necessary training interventions required to close the competency gap. Targeted training and development needs to address the shortfalls can then be applied.

  Reward and Recognition Strategy

  The power of an effective compensation programme can be significant; the impact of an inadequate, short-sighted programme can be debilitating. Analytix helps clients define, design and deploy compensation and reward strategies that drive organisational success.
  
  We begin with the articulation of a clearly stated compensation strategy to ensure that compensation programmes meet the organisation's business and cultural needs. Through a clear process we:
• Identify project deliverables and success measures
• Review organisational, human capital, and business information
• Gather input from executives, managers, and employees
• Test the market competitiveness of the current reward system
• Develop a total compensation strategy and a design "blueprint"

Our approach to Reward and Recognition is an extension of our Performance Management methodology which is based on the process by which strategic Corporate and Team objectives are defined, translated into individual objectives and measured for all employees, communicated and perpetuated. The Performance Management process covers the annual, six-monthly or quarterly cycles of performance and competency target setting, performance and competency evaluation, as well as personal development planning and competency management.

The Reward and Recognition is therefore an integral part of the overall performance management system. The Reward policy and procedures will make provision to utilise the output of the current appraisal process, as input to determine the incentive.

Performance Rating

The aim of rating within the Organisation is to establish a realistic measure of individual performance and competency achievement. This contributes to comparing performance over time or across a set of employees. Rating is used within the Organisation to know who the best performers are and who the poor performers are.

Within the context of formal performance appraisals requirements, rating means evaluating the employee or group performance against the elements and standards in an employees performance plan and assigning a summary rating of record. The rating is assigned according to the procedures included in the Organisation’s performance management programme.

The appraisal is based on work performed during the entire appraisal period. The rating of record has a bearing on various other personnel actions.