Human Capital Performance Management Insights
Significance of Insightful and Periodic Review of Employee Management Systems

Reviewing Employee Management Systems for Strategic Fit

Holistic and strategic review of employee management systems and programs would make them fit for purpose.


When done periodically and consistently in the context of your business' strategic or competitive realities, such a review would enhance their strategic fit, relevance, validity, and robustness. But such a review should address all key aspects of the performance management systems and programs—including organizational systems that impact organizational leadership, successsion and talent management. Furthermore, it should take cognizance of your strategic mission, long-term business vision, and competitive environment. When such a review is facilitated with relevant organization workshops, it would enhance organizational commitment to a desired vision of organizational leadership, change, and high performance.

Read About Review of Talent Management Systems
Human Capital Performance Management

Incorporate culture-themed organization workshops and organizational leadership and change workouts in the facilitation of holistic and strategic review of performance management systems and programs to make them fit for purpose.

Performance Management - Insights
Human Capital Performance Management

To make performance management systems fit for purpose, the business must know and track how its performance management information and initiatives are built, used, and evaluated in employee management process.

Performance Management - Insights
Human Capital Performance Management

There should be a series of short-duration, strategic employee performance planning and development workshops, roundtables and workouts—particularly linked to critical issues highlighted in a holistic employee management system assessment or review.

Performance Management - Insights
Core Values

The core values an organization and its key people subscribe to define its character and are central to the essence of its business, management, operations, and transactions. The same holds true for core values underlying change management projects—particularly involving performance management systems and organizational leadership and culture.

Performance Management - Core Values
Principles

Without solid guiding principles, the choices and decisions a business or an organization makes on the review and development of employee management system would be left to chance. There would be no guarantee of achieving the strategic fit of the system and its integration to organizational leadership and performance.

Performance Management - Principles
Facilitating the Cultural Fit

Key Approaches on Review of Performance Management Systems

Facilitating performance management goes beyond, and even before, the introduction of performance management systems.

Key complementary activities which must be undertaken would involve, for example, building a high-performing culture and fostering effective organizational commitment to organizational leadership and change—including performance management systems and programs.

Regarding the organizational culture, fostering effective integration of the performance management system with the organization's character and strategic situation is important. In particular, the degree of empowerment which people feel—and the use to which key people put current performance management systems and programs—would reflect on the nature of the organizational leadership and culture.


Integrated System of Assessment, Review and Workshops

Making the employee management systems—and the performance management systems—fit for purpose would involve integration of assessment and review with performance themed organization workshops. You would find the following three approaches helpful.

1. Performance management systems assessment and review
2. Performance management programs review and evaluation
3. Strategic and culture-fit performance management planning workshops.

Integrating the Performance Review System With the Performance Management System

Performance Management Systems Assessment and Review

Oganizational leadership and culture would benefit from an integration of the business performance review system with the review of the performance management systems. In this regard, the 'Performance Management Systems Assessment and Review' would help you answer this fundamental, strategic question:

'Is the organization or business operating the performance management system
for its competitive environment or strategic situation?'

You should position the 'Performance Management Systems Assessment and Review' to help you address such important questions as:

  1. How is the performance management system impacting current organizational performance?
  2. How has the organization's performance management system developed or evolved?
  3. How is the performance management system influencing the manifest character of the organization and vice-versa?
  4. What, and where, are the gaps, weaknesses, and strengths of the current performance management system?

In this way, the 'Performance Management Systems Assessment and Review' could help your organization to integrate its performance management systems with its strategy—and meet the challenges of its competitive and operational situation.


Moving the organization to its preferred level of performance

Performance Management Programs Review and Evaluation

To sustain high level of employee performance, the organization must know how its employee performance management information and employee performance management initiatives are built and used towards optimizing the employee performance management systems.

This is where the 'Performance Management Programs Review and Evaluation' comes in.

Targeting each of the organization's performance management programs, use 'Performance Management Programs Review and Evaluation' to help you assess, review, evaluate, and act on such issues as the following.

  1. What are factored into the various employee performance management initiatives?
  2. What is being done to tie together or align the various employee performance management initiatives going on in the organization?
  3. What results and outcomes are the organization's various employee performance management programs and initiatives producing in the organization?
  4. What has changed since starting the employee performance management initiative and how is it impacting organizational leadership and the organization's competitive drive and strategy?
  5. What should be done differently to produce desired results and outcomes?

At the conclusion of the 'Performance Management Programs Review and Evaluation', the organization should be able to have the enabling data to clearly and objectively answer the strategic question of:

'What needs to be done to move the organization to its preferred level of employee performance or to make employee performance management produce desired impact on organizational leadership?'


Towards sustaining fit-for-purpose performance management systems

Strategic and Culture-Fit Performance Management Planning Workshops

Establishing and sustaining effective performance management system is complex.

It requires thorough understanding of the employee management systems and their key sub-systems and the commitment of the right amount of resources to make the performance management systems work optimally. This fundamentally is about the organizational culture and strategic outlook.

With the 'Strategic and Culture-Fit Performance Management Planning Workshops', the organization could explore and integrate the various organizational systems and key sub-systems for planning and establishing high-performance employee management systems as well as facilitating organizational commitment to the performance management systems. There should be a series of short-duration performance-themed organization workshops, and strategy-focused performance planning and development roundtables and workouts—particularly linked to critical issues highlighted in 'Performance Management Systems Assessment and Review'.

Each 'Strategic and Culture-Fit Performance Management Planning Workshop' could be undertaken in 1-2 days and may be targeted at different levels, departments or divisions—and on specific critical employee management and performance management issues in the organization—depending on its business need, and its strategic and competitive realities.

The following are some of the typical areas and themes to address in such 'Strategic and Culture-Fit Performance Management Planning Workshops'.

  1. Fundamentals of Designing High-Performance Employee Management Systems
  2. Establishing and Optimizing Performance Measures
  3. Fostering Culture-Fit Performance Management Systems for Organizational Leadership
  4. Facilitating Fit-for-Purpse Performance Evaluation System
  5. Making Performance-Based Reward Systems Sustainable
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