PERFORMANCE MANAGEMENT SYSTEM CONSULTANCY SERVICE
Performance Management System Consultant in the Philippines
VALUE TO THE ORGANIZATION:
The value that you shall derive from the successful completion of this consultancy engagement by our Performance Management System Consultant in the Philippines shall include, but not limited to:
- Alignment with Strategic Objectives: The performance management system will ensure that employee goals and objectives are directly aligned with the company’s strategic plan. This alignment will help to drive organizational success by ensuring that every employee’s efforts contribute to the company’s overarching goals and objectives.
- Clarity in Performance Expectations: Clear and updated job descriptions with defined performance standards and expectations will provide employees with a clear understanding of what is expected of them in their roles. This clarity will help to eliminate ambiguity and ensure that employees are focused on the right priorities.
- Fairness and Equity in Evaluation: A standardized performance management system will ensure fairness and equity in the evaluation process. By providing clear criteria for evaluating performance, the system will help to eliminate bias and ensure that all employees are evaluated objectively based on their contributions to the organization.
- Improved Hiring and Promotions: With revised job descriptions and clear performance standards, the performance management system will facilitate better hiring decisions and more accurate assessments of employee performance for promotions. This will ensure that the right people are hired for the right roles and that promotions are based on merit and performance.
- Enhanced Employee Development: A comprehensive performance management system will provide opportunities for ongoing feedback and development for employees. By identifying areas for improvement and providing resources for development, the system will help employees to continuously grow and develop in their roles, ultimately contributing to the overall success of the organization.
- Increased Accountability and Transparency: Implementing an organization-wide performance management system will increase accountability and transparency across the organization. Employees will understand how their performance is being evaluated and will have visibility into the performance expectations for their roles, promoting a culture of accountability and transparency.
- Effective Performance Incentives: With clear performance standards and expectations in place, the performance management system will enable the organization to design and implement effective performance incentives. This will help to motivate employees to perform at their best and reward them for their contributions to the organization’s success.
METHODOLOGIES AND OPTIONS:
Sample Design of an Organization-wide, Top-Down Strategic Performance Management System by our Performance Management System Consultant in the Philippines
PHASE 1: PLANNING THE PERFORMANCE MANAGEMENT SYSTEM
| OBJECTIVE | ACTIVITY | DELIVERABLE | DURATION/TIMELINE | SUPPORT NEEDED |
| Objective #1: To build the Performance Management System (PMS) Designing Team | Meet with the Human Resources and Administrative Services Division point persons to determine who will co-design the PMS with MSS Business Solutions team or at least who the latter will coordinate with during the project duration. | Final Performance Management System (PMS) Design Team | Max of 2 business days | From the Human Resources and Administrative Services Division point persons |
PHASE 2: DESIGN AND DEVELOP THE PERFORMANCE MANAGEMENT SYSTEM
| OBJECTIVE | ACTIVITY | DELIVERABLE | DURATION/TIMELINE | SUPPORT NEEDED |
| Objective #2: To review the Strategic Goals and Strategic Objectives as bases for the fluid Performance Measures | Review the outputs of the most recent Strategic Planning conducted by the organization.
If no Strategic Planning has been conducted yet, this is imperative to be conducted as a top-down approach to designing and developing the PMS entails that this Strategic Plan is a prerequisite. |
If there’s already a Strategic Plan: Reviewed Organizational Performance Standards and Expectations of Division, Departments, and Employees to contribute to the Strategic Goals and Strategic Objectives.
If there’s no Strategic Plan yet, then the deliverable is a completed Strategic Planning Session with a Documented Strategic Plan detailing the following:
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If there is already a Recent Strategic Plan: Max of 3 business days
If there is no Strategic Plan yet: Max of 8 business days |
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| Objective #3: To review and revise, if necessary, the job descriptions of all 164 unique positions in the company. | Review the job descriptions of all unique positions in the company to verify that each position’s performance standards are S.M.A.R.T.E.R. and the evaluation criteria are reliable and clear. | Updated and/or Reviewed Job Descriptions for All Unique Positions as Bases for an Updated and Improved Performance Management System | Max of 2 weeks | Ü From the Human Resources and Administrative Services Division and point persons
Ü From all Divisions and Departments’ Heads
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DIVISION AND DEPARTMENT LEVEL
| Objective #4: To determine the Key Result Areas per Division down to per Department. |
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Total of 15 business days |
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| Objective #5: To determine the Key Performance Indicators per Division down to per Department and | Co-design the Key Result Areas of the Divisions and Departments with their respective heads |
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Total of 20 business days |
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UNIQUE POSITION LEVEL
| Objective #6: To determine the Key Performance Indicators per Unique Positions (NOTE: There are 164 unique positions) | Co-design the Key Performance Indicators using the following methodology:
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Unique Positions’ Key Performance Indicators | 11 Unique Positions a day = max of 15 business days |
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| Objective #7: To transfer all identified metrics and targets per division, department, and unique position into a Performance Scorecard | Coordinate with each division and department head to create a Balanced Performance Scorecard from divisions down to each unique employee position |
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| Objective #8: To integrate the Performance Scorecard into the Performance Management Cycle | Document Methods & Procedures on PMS | Performance Scorecard successfully integrated into the Cycle of the PMS | 3 business days |
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PHASE 3: OFFER ADVISORY ON THE SUCCESSFUL DEPLOYMENT AND IMPLEMENTATION
| OBJECTIVE | ACTIVITY | DELIVERABLE | DURATION/TIMELINE | SUPPORT NEEDED |
| Objective #9: To offer only advisory on the successful deployment and implementation of the new/updated Performance Management System | Facilitate a 2-day Performance Management System Implementation, Monitoring, and Evaluation Training | Educated and Equipped Division and Department Heads on the following:
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Max of 2 business days |
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