{"id":4162,"date":"2024-03-15T15:59:51","date_gmt":"2024-03-15T07:59:51","guid":{"rendered":"https:\/\/www.mssbizsolutions.com\/?page_id=4162"},"modified":"2024-03-15T15:59:51","modified_gmt":"2024-03-15T07:59:51","slug":"performance-management-system-consultant-philippines","status":"publish","type":"page","link":"https:\/\/www.mssbizsolutions.com\/performance-management-system-consultant-philippines\/","title":{"rendered":"Performance Management System Consultant in the Philippines"},"content":{"rendered":"<h1 style=\"text-align: center;\"><strong><span style=\"color: #ff6600;\">PERFORMANCE MANAGEMENT SYSTEM CONSULTANCY SERVICE<\/span><\/strong><\/h1>\n<h2 style=\"text-align: center;\"><strong><span style=\"color: #800080;\">Performance Management System Consultant in the Philippines<\/span><\/strong><\/h2>\n<h3><\/h3>\n<p>&nbsp;<\/p>\n<h3><span style=\"text-decoration: underline; color: #000080;\"><strong>VALUE TO THE ORGANIZATION:<\/strong><\/span><\/h3>\n<p><span style=\"color: #000000;\"><strong>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:<\/strong><\/span><\/p>\n<ul>\n<li><span style=\"color: #000000;\"><strong>Alignment with Strategic Objectives:<\/strong> The performance management system will ensure that employee goals and objectives are directly aligned with the company&#8217;s strategic plan. This alignment will help to drive organizational success by ensuring that every employee&#8217;s efforts contribute to the company&#8217;s overarching goals and objectives.<\/span><\/li>\n<li><span style=\"color: #000000;\"><strong>Clarity in Performance Expectations:<\/strong> 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.<\/span><\/li>\n<li><span style=\"color: #000000;\"><strong>Fairness and Equity in Evaluation:<\/strong> 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.<\/span><\/li>\n<li><span style=\"color: #000000;\"><strong>Improved Hiring and Promotions:<\/strong> 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.<\/span><\/li>\n<li><span style=\"color: #000000;\"><strong>Enhanced Employee Development:<\/strong> 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.<\/span><\/li>\n<li><span style=\"color: #000000;\"><strong>Increased Accountability and Transparency:<\/strong> 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.<\/span><\/li>\n<li><span style=\"color: #000000;\"><strong>Effective Performance Incentives:<\/strong> 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&#8217;s success.<\/span><\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<h3><\/h3>\n<h3><\/h3>\n<h3><strong><span style=\"color: #000080;\">METHODOLOGIES AND OPTIONS:<\/span><br \/>\n<\/strong><\/h3>\n<h3 style=\"text-align: center;\"><span style=\"color: #800080;\"><strong>Sample Design of an Organization-wide, Top-Down Strategic Performance Management System by our Performance Management System Consultant in the Philippines<br \/>\n<\/strong><\/span><\/h3>\n<h4><span style=\"color: #0000ff;\"><strong>PHASE 1: PLANNING THE PERFORMANCE MANAGEMENT SYSTEM<\/strong><\/span><\/h4>\n<table>\n<tbody>\n<tr>\n<td width=\"196\"><span style=\"color: #800000;\"><strong>OBJECTIVE<\/strong><\/span><\/td>\n<td width=\"196\"><span style=\"color: #800000;\"><strong>ACTIVITY<\/strong><\/span><\/td>\n<td width=\"196\"><span style=\"color: #800000;\"><strong>DELIVERABLE<\/strong><\/span><\/td>\n<td width=\"196\"><span style=\"color: #800000;\"><strong>DURATION\/TIMELINE<\/strong><\/span><\/td>\n<td width=\"196\"><span style=\"color: #800000;\"><strong>SUPPORT NEEDED<\/strong><\/span><\/td>\n<\/tr>\n<tr>\n<td width=\"196\"><span style=\"color: #993366;\"><strong>Objective #1: To build the Performance Management System (PMS) Designing Team<\/strong><\/span><\/td>\n<td width=\"196\"><span style=\"color: #000000;\">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.<\/span><\/td>\n<td width=\"196\"><span style=\"color: #000000;\">Final Performance Management System (PMS) Design Team<\/span><\/td>\n<td width=\"196\"><span style=\"color: #000000;\">Max of 2 business days<\/span><\/td>\n<td width=\"196\"><span style=\"color: #000000;\">From the Human Resources and Administrative Services Division point persons<\/span><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>&nbsp;<\/p>\n<h4><span style=\"color: #0000ff;\"><strong>PHASE 2: DESIGN AND DEVELOP THE PERFORMANCE MANAGEMENT SYSTEM<\/strong><\/span><\/h4>\n<table>\n<tbody>\n<tr>\n<td width=\"196\"><span style=\"color: #800000;\"><strong>OBJECTIVE<\/strong><\/span><\/td>\n<td width=\"196\"><span style=\"color: #800000;\"><strong>ACTIVITY<\/strong><\/span><\/td>\n<td width=\"196\"><span style=\"color: #800000;\"><strong>DELIVERABLE<\/strong><\/span><\/td>\n<td width=\"196\"><span style=\"color: #800000;\"><strong>DURATION\/TIMELINE<\/strong><\/span><\/td>\n<td width=\"196\"><span style=\"color: #800000;\"><strong>SUPPORT NEEDED<\/strong><\/span><\/td>\n<\/tr>\n<tr>\n<td width=\"196\"><strong><span style=\"color: #993366;\">Objective #2: To review the Strategic Goals and Strategic Objectives as bases for the <em><u>fluid<\/u><\/em> Performance Measures<\/span> <\/strong><\/td>\n<td width=\"196\"><span style=\"color: #000000;\">Review the outputs of the most recent Strategic Planning conducted by the organization.<\/span><\/p>\n<p><span style=\"color: #000000;\">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.<\/span><\/td>\n<td width=\"196\"><span style=\"color: #000000;\">If there\u2019s already a Strategic Plan:<strong> Reviewed Organizational Performance Standards<\/strong> and <strong>Expectations of Division, Departments, and Employees<\/strong> to contribute to the Strategic Goals and Strategic Objectives.<\/span><\/p>\n<p><span style=\"color: #000000;\">If there\u2019s no Strategic Plan yet, then the deliverable is a <strong>completed Strategic Planning Session<\/strong> with a <strong>Documented Strategic Plan<\/strong> detailing the following:<\/span><\/p>\n<ul>\n<li><span style=\"color: #000000;\">Updated Vision, Mission, and Values (if necessary)<\/span><\/li>\n<li><span style=\"color: #000000;\"> Strategic Goals (following the Balanced Scorecard)<\/span><\/li>\n<li><span style=\"color: #000000;\">Strategic Objectives (with Measures and Targets)<\/span><\/li>\n<li><span style=\"color: #000000;\">Strategic Action Plan<\/span><\/li>\n<\/ul>\n<\/td>\n<td width=\"196\"><span style=\"color: #000000;\">If there is already a Recent Strategic Plan: Max of 3 business days<\/span><\/p>\n<p>&nbsp;<\/p>\n<p><span style=\"color: #000000;\">If there is no Strategic Plan yet: Max of 8 business days<\/span><\/td>\n<td width=\"196\">\n<ul>\n<li>From the Human Resources and Administrative Services Division and point persons<\/li>\n<li>From the Corporate Planning Division point persons<\/li>\n<\/ul>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>&nbsp;<\/p>\n<table style=\"height: 243px;\" width=\"1010\">\n<tbody>\n<tr>\n<td width=\"196\"><\/td>\n<td width=\"196\"><\/td>\n<td width=\"196\"><\/td>\n<td width=\"196\"><\/td>\n<td width=\"196\"><\/td>\n<\/tr>\n<tr>\n<td width=\"196\"><span style=\"color: #993366;\"><strong>Objective #3: To review and revise, if necessary, the job descriptions of all 164 unique positions in the company.<\/strong><\/span><\/td>\n<td width=\"196\"><span style=\"color: #000000;\">Review the job descriptions of all unique positions in the company to verify that each position\u2019s performance standards are S.M.A.R.T.E.R. and the evaluation criteria are reliable and clear.<\/span><\/td>\n<td width=\"196\"><span style=\"color: #000000;\"><strong>Updated and\/or Reviewed Job Descriptions for All Unique Positions<\/strong> as Bases for an Updated and Improved Performance Management System<\/span><\/td>\n<td width=\"196\"><span style=\"color: #000000;\">Max of 2 weeks<\/span><\/td>\n<td width=\"196\">\u00dc From the Human Resources and Administrative Services Division and point persons<\/p>\n<p>\u00dc From all Divisions and Departments\u2019 Heads<\/p>\n<p>&nbsp;<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>&nbsp;<\/p>\n<p><span style=\"color: #008000;\"><strong>DIVISION AND DEPARTMENT LEVEL<\/strong><\/span><\/p>\n<table>\n<tbody>\n<tr>\n<td width=\"196\"><span style=\"color: #993366;\"><strong>Objective #4: To determine the Key Result Areas per Division down to per Department.<\/strong><\/span><\/td>\n<td width=\"196\">\n<ul>\n<li><span style=\"color: #000000;\">Facilitate a 2-day intensive Key Result Areas and Key Performance Indicators Training for Division and Department Heads as this will facilitate the co-design of the Key Result Areas and Key Performance Indicators per division and department.<\/span><\/li>\n<li><span style=\"color: #000000;\">Co-design the Key Result Areas of the Divisions and Departments with their respective heads using the K.S.A.-E.M.J. Analysis<\/span><\/li>\n<\/ul>\n<\/td>\n<td width=\"196\">\n<ul>\n<li><span style=\"color: #000000;\">Divisional Key Result Areas<\/span><\/li>\n<li><span style=\"color: #000000;\">Departmental Key Result Areas<\/span><\/li>\n<\/ul>\n<\/td>\n<td width=\"196\">\n<ul>\n<li><span style=\"color: #000000;\"><strong>KRAs &amp; KPIs Training<\/strong> = max of 2 business days<\/span><\/li>\n<li><span style=\"color: #000000;\"><strong>Divisional Key Result Areas<\/strong>: 8 divisions = max of 3 business days<\/span><\/li>\n<li><span style=\"color: #000000;\"><strong>Departmental Key Result Areas<\/strong>: 27 departments = max of 12 business days<\/span><\/li>\n<\/ul>\n<p><span style=\"color: #000000;\"><strong>Total of 15 business days<\/strong><\/span><\/td>\n<td width=\"196\">\n<ul>\n<li><span style=\"color: #000000;\">From the Human Resources and Administrative Services Division and point persons<\/span><\/li>\n<li><span style=\"color: #000000;\">From all Divisions and Departments\u2019 Heads<\/span><\/li>\n<\/ul>\n<p>&nbsp;<\/td>\n<\/tr>\n<tr>\n<td width=\"196\"><strong><span style=\"color: #993366;\">Objective #5: To determine the Key Performance Indicators per Division down to per Department and<\/span> <\/strong><\/td>\n<td width=\"196\">Co-design the Key Result Areas of the Divisions and Departments with their respective heads<\/td>\n<td width=\"196\">\n<ul>\n<li><strong>Divisional Key Performance Indicators<\/strong> (inclusive of measures and targets)<\/li>\n<li><strong>Departmental Key Performance Indicators<\/strong> (inclusive of measures and targets)<\/li>\n<\/ul>\n<\/td>\n<td width=\"196\">\n<ul>\n<li><span style=\"color: #000000;\"><strong>Divisional Key Performance Indicators:<\/strong> 8 divisions = max of 3 business days<\/span><\/li>\n<li><span style=\"color: #000000;\"><strong>Departmental Key Result Areas:<\/strong> 27 departments = max of 17 business days<\/span><\/li>\n<\/ul>\n<p><span style=\"color: #000000;\"><strong>Total of 20 business days<\/strong><\/span><\/td>\n<td width=\"196\">\n<ul>\n<li>From the Human Resources and Administrative Services Division and point persons<\/li>\n<li>From all Divisions and Departments\u2019 Heads<\/li>\n<\/ul>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>&nbsp;<\/p>\n<p><span style=\"color: #008000;\"><strong>UNIQUE POSITION LEVEL<\/strong><\/span><\/p>\n<table>\n<tbody>\n<tr>\n<td width=\"196\"><span style=\"color: #993366;\"><strong>Objective #6: To determine the Key Performance Indicators per Unique Positions (NOTE: There are 164 unique positions)<\/strong><\/span><\/td>\n<td width=\"196\"><span style=\"color: #000000;\">Co-design the Key Performance Indicators using the following methodology:<\/span><\/p>\n<ul>\n<li><span style=\"color: #000000;\">Distinguish Accomplishments (Outputs) vs Activities (Inputs)<\/span><\/li>\n<li><span style=\"color: #000000;\">Distinguish Critical, Non-Critical, and Additional (Ad Hoc) Performance Elements<\/span><\/li>\n<li><span style=\"color: #000000;\">Identify Personal, Behavioral, and Results-based Expectations<\/span><\/li>\n<li><span style=\"color: #000000;\">Use a Competency Model<\/span><\/li>\n<li><span style=\"color: #000000;\">\u00be\u00a0\u00a0\u00a0\u00a0\u00a0 Optional (Only if\/when necessary): Job Analysis<\/span><\/li>\n<li><span style=\"color: #000000;\">Assign Performance Measures using:<\/span>\n<ul>\n<li><span style=\"color: #000000;\">S.M.A.R.T.E.R.<\/span><\/li>\n<li><span style=\"color: #000000;\">M.B.O.<\/span><\/li>\n<li><span style=\"color: #000000;\">Quantitative Method<\/span><\/li>\n<li><span style=\"color: #000000;\">Qualitative Method<\/span><\/li>\n<li><span style=\"color: #000000;\">360-degree Method<\/span><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<\/td>\n<td width=\"196\"><span style=\"color: #000000;\">Unique Positions\u2019 Key Performance Indicators<\/span><\/td>\n<td width=\"196\"><span style=\"color: #000000;\">11 Unique Positions a day = max of 15 business days<\/span><\/td>\n<td width=\"196\">\n<ul>\n<li>From the Human Resources and Administrative Services Division and point persons<\/li>\n<li>From all Divisions and Departments\u2019 Heads<\/li>\n<\/ul>\n<p>&nbsp;<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>&nbsp;<\/p>\n<table>\n<tbody>\n<tr>\n<td width=\"196\"><span style=\"color: #993366;\"><strong>Objective #7: To transfer all identified metrics and targets per division, department, and unique position into a Performance Scorecard<\/strong><\/span><\/td>\n<td width=\"196\"><span style=\"color: #000000;\">Coordinate with each division and department head to create a Balanced Performance Scorecard from divisions down to each unique employee position<\/span><\/td>\n<td width=\"196\">\n<ul>\n<li>Divisional Dashboard<\/li>\n<li>Departmental Dashboard<\/li>\n<li>Employee Performance Scorecard<\/li>\n<\/ul>\n<\/td>\n<td width=\"196\">\n<ul>\n<li><span style=\"color: #000000;\">8 divisions: 8 divisions = 3 business days<\/span><\/li>\n<li><span style=\"color: #000000;\">27 departments: 27 departments including the unique positions each department = 17 business days<\/span><\/li>\n<\/ul>\n<\/td>\n<td width=\"196\">\n<ul>\n<li>From the Human Resources and Administrative Services Division and point persons<\/li>\n<li>From all Divisions and Departments\u2019 Heads<\/li>\n<\/ul>\n<p>&nbsp;<\/td>\n<\/tr>\n<tr>\n<td width=\"196\"><span style=\"color: #993366;\"><strong>Objective #8: To integrate the Performance Scorecard into the Performance Management Cycle<\/strong><\/span><\/td>\n<td width=\"196\"><span style=\"color: #000000;\">Document Methods &amp; Procedures on PMS<\/span><\/td>\n<td width=\"196\"><span style=\"color: #000000;\"><strong>Performance Scorecard<\/strong> successfully integrated into the Cycle of the PMS<\/span><\/td>\n<td width=\"196\"><span style=\"color: #000000;\">3 business days<\/span><\/td>\n<td width=\"196\">\n<ul>\n<li><span style=\"color: #000000;\">From the Human Resources and Administrative Services Division and point persons<\/span><\/li>\n<li><span style=\"color: #000000;\">From all Divisions and Departments\u2019 Heads<\/span><\/li>\n<\/ul>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>&nbsp;<\/p>\n<h4><span style=\"color: #0000ff;\"><strong>PHASE 3: OFFER ADVISORY ON THE SUCCESSFUL DEPLOYMENT AND IMPLEMENTATION<\/strong><\/span><\/h4>\n<table>\n<tbody>\n<tr>\n<td width=\"196\"><span style=\"color: #800000;\"><strong>OBJECTIVE<\/strong><\/span><\/td>\n<td width=\"196\"><span style=\"color: #800000;\"><strong>ACTIVITY<\/strong><\/span><\/td>\n<td width=\"196\"><span style=\"color: #800000;\"><strong>DELIVERABLE<\/strong><\/span><\/td>\n<td width=\"196\"><span style=\"color: #800000;\"><strong>DURATION\/TIMELINE<\/strong><\/span><\/td>\n<td width=\"196\"><span style=\"color: #800000;\"><strong>SUPPORT NEEDED<\/strong><\/span><\/td>\n<\/tr>\n<tr>\n<td width=\"196\"><span style=\"color: #993366;\"><strong>Objective #9: To offer only advisory on the successful deployment and implementation of the new\/updated Performance Management System<\/strong><\/span><\/td>\n<td width=\"196\"><span style=\"color: #000000;\">Facilitate a 2-day Performance Management System Implementation, Monitoring, and Evaluation Training<\/span><\/td>\n<td width=\"196\"><span style=\"color: #000000;\">Educated and Equipped Division and Department Heads on the following:<\/span><\/p>\n<ul>\n<li><span style=\"color: #000000;\">Getting the Top Management\u2019s Approval, Support, and Commitment<\/span><\/li>\n<li><span style=\"color: #000000;\">Cascading the System<\/span><\/li>\n<li><span style=\"color: #000000;\">Pilot Testing, Monitoring, and Critiquing the System<\/span><\/li>\n<\/ul>\n<\/td>\n<td width=\"196\"><span style=\"color: #000000;\">Max of 2 business days<\/span><\/td>\n<td width=\"196\">\n<ul>\n<li>From the Human Resources and Administrative Services Division and point persons<\/li>\n<li>From all Divisions and Departments\u2019 Heads<\/li>\n<\/ul>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>&nbsp;<\/p>\n<p>To check our other consultancy services, visit our Advisory page below:<\/p>\n<h4><a href=\"https:\/\/www.mssbizsolutions.com\/services\/hr-consultant-philippines\/\" target=\"_blank\" rel=\"noopener\">Advisory Service in the Philippines<\/a><\/h4>\n<p>&nbsp;<\/p>\n<p>To know more about MSS Business Solutions, visit our Facebook Page at:<\/p>\n<h4><a href=\"https:\/\/www.facebook.com\/MSSBizSolutions\" target=\"_blank\" rel=\"noopener\">MSS Business Solutions<\/a><\/h4>\n","protected":false},"excerpt":{"rendered":"<p>PERFORMANCE MANAGEMENT SYSTEM CONSULTANCY SERVICE Performance Management System Consultant in the Philippines &nbsp; VALUE TO THE ORGANIZATION: The value that you shall derive from the successful completion of this consultancy [&hellip;]<\/p>\n","protected":false},"author":2,"featured_media":4167,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":""},"class_list":["post-4162","page","type-page","status-publish","has-post-thumbnail","hentry"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v24.5 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Performance Management System Consultant in the Philippines<\/title>\n<meta name=\"description\" content=\"Enhance your team&#039;s growth with our Performance Management System Consultant in the Philippines. 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