Performance Management

 

 

 

  • Audit of social climate
  • Audit of Compensation & Benefits
  • Audit of HR Processes
  • Benchmark of HR best practices
  • Solutions to improve the employee involvement

All economic and social uncertainty affects not only individuals, but more broadly throughout the organization of the company. Proven management talent to optimize the human capital of the organization is now an imperative to which HR departments are faced with the utmost professionalism.

 

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    The first step consists in getting a complete and detailed understanding of both (i) your company (Management type, Corporate Culture, communication codes, values, addressed market,…) and (ii) the type of profile you’re looking for, leading to a detailled and agreed Job Description. Our experience has shown us that we cannot get such a complete and detailed understanding without meeting the representative(s) of the recruiting company, through face to face discussions concerning the profile that you are looking for.

    All economic and social uncertainty affects not only individuals, but more broadly throughout the organization of the company. Proven management talent to optimize the human capital of the organization is now an imperative to which HR departments are faced with the utmost professionalism.

    Retain its best employees

    Organizations have a natural need to retain its best employees, especially in tough economic times. The departure of highly skilled and talented employees leads to a significant cost because the company loses all human investment, which leads to an automatic loss in value and productivity.

    A recent study showed that 65% of respondents seeing a gap between expectations and results management by the teams. This shift is first and foremost due to the lack of clarity of messages management teams. Yet companies can not afford to cultivate the frustration and confusion.

    The study also indicates that the worst elements are less likely to leave for economic times “delicate.” In this context, companies retain a significant wage costs, as these elements prefer to stay in office. In times of crisis, opportunities for change are indeed more rare: a “talent” will always be able to leave the company, seize new opportunities while the poorer elements know that their options are more limited.

    Incentive compensation

    Maintain an incentive plan that rewards effort, even in times of fiscal restraint, is vital to keep its best talents. No bonus or recognition in return for additional efforts, 80% of respondents admit that they are naturally more open to consider other career opportunities.

    Unfortunately, many companies ignore it, and 57% of employees surveyed said their bonus is seen as virtually identical regardless of the level of performance. This is a major factor in explaining the turnover of the best. Combining transparency, objectivity and fair reward, talent management system enables companies to reduce the turnover of top performers.

    Indicate a clear direction

    While employees have responsibilities and a range of more and more important, management teams must follow a new model. The course leaders remain responsible for budget management, organization and management teams of each employee, but they now have primary mission is to establish and communicate the thread to follow.

    However, 65% of managers surveyed believe that only 75% of their employees knew what was expected of them in times of change, which means that at least 25% of employees lacked direction. A performance of poor strategy or poor execution of a good strategy will lead neither one nor the other company to a positive outlook.

    Alignment of objectives

    Management objectives is a good option to get the right direction to an organization. Clear objectives and measurable motivate employees focus energies and can act effectively. Previously, it is best to define and discuss the objectives between managers and employees. Performing management teams and will then work in harmony from this roadmap. Therefore the alignment of goals is so important. It ensures that all the energy expended by employees is positioned in the right direction and that decisions meet the overall strategy of the company.

    Audit of HR Processes

    A changing environment is not only a source of confusion for employees. A lack of clarity or direction unclear messages can paralyze people. More than ever, to grow, organizations must be flexible, agile and responsive.

    Another notable fact, the study exposes the significant differences between the time of decision and action: 54% of respondents say and realign the management of their talents to meet the changes in their environment would take an average of one to three months .

    Effective management of talent can solve many of the managerial and organizational problems, making the management of human capital a true competitive advantage. The periods of crisis or economic slowdown is desirable for the development of solutions to Performance Management. Provided however, that the company has adapted tools enabling it to develop a policy and an effective management system for employees.

    Delime Executive Search led to its Customers, missions boards HR Performance Management, including Audit of social climate, Audit of Compensation & Benefits, Audit of HR Processess, Benchmark of HR best practices, and Solutions to improve employees’ involvement.

photo credit : vlado