Performance Management is simplified and implemented
seamlessly by the team at Umansky & Associates.
Here is a brief outline of the development and
implementation of a Performance Management System. It
is possible that not all phases are required within your
organisation - these phases can therefore be customised.
Click here for a printable
version.
The following system covers:
| Phase 1 |
Establishing Key
Performance Indicators (KPI’s) for
individuals within an organisation. |
| Phase 2 |
Establishing a process for
Performance Management Reviews. |
| Phase 3 |
Creating a Performance
Appraisal Document. |
| Phase 4 |
Training in how to conduct
Performance Management Reviews. |
| Phase 5 |
Follow-up training. |
| Phase 6 |
Evaluation of the system. |
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Establishing a Process for
Performance Management Reviews |
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The process for your Management
Review system would be determined through discussions with key individuals. Documentation
of your
system would include:
1. Performance Management Timetable
2. Pre interview
Guidelines
3. Interview Guidelines
4. Post interview
Guidelines
5. Career Path
Discussion Guidelines |
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Creating a Performance Appraisal Document |
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Through
discussions with key
personnel, our existing Performance Management Document can be tailored to your
specific needs. |
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Training in how to conduct Performance
Management Reviews |
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The program will be structured to support a
Performance and Career Management Process.
The initial part of the program will
explore the rationale behind the Performance
Management Process as a
management tool.
The second part of the program introduces
Counselling and Interviewing Skills.
The topics to be covered include
Characteristics of a Good Performance Management
System; Planning and Structuring Interviews;
Counselling Skills; Feedback; and Managing
Conflict.
The program is run in a workshop format. The
process is interactive with formal input from
the facilitator
leading to group discussions and activities. Participants examine case studies and work in
small groups. Each participant will have the opportunity
to role-play a Performance Management Interview.
In order to tailor this training program to your
organisation’s needs, we would expect to work
closely with staff to ensure the material and
philosophy are in keeping with that of the
organisation. Underlying
themes running throughout the training program
will be communication and motivation. |
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Follow-up Program |
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The half-day follow-up of the
Performance Management Program the following year
reviews the key points from the
original program and introduces new material. |
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Evaluation |
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In the Evaluation process
interviews are conducted with the employees who
received Performance Interviews as well as
managers who conducted Performance Interviews. These structured interviews will give feedback to
management on how both interviewees and
interviewers found the PMR system,
as well as providing information for the direction
of future training. |
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Umansky &
Associates can guide your organisation with the implementation of the
Performance Management Review
so everyone knows where they fit in.
Contact
us now so the puzzle fits.
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How do I carry out a
Performance Management Review? |
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"We have
been working with Umansky & Associates since
1998. They have been integral in setting up
and implementing our Performance Management
System.
John has the ability to gain the trust of
individuals at all levels within our
organisation. Our managers and team leaders
have the confidence to give honest and
constructive feedback to employees as a
result of the training they have received
from Umansky & Associates.
This has contributed to our organisation’s
success in achieving its financial
objectives year after year." |
Keith Broadhouse
Managing Director
Armaguard
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"Umansky and Associates through their
Management Development Program has been
pivotal in changing the culture of the
company and educating and lifting the skill
levels of new employees.
In order to achieve the rate of growth that
we have at Express Promotions we needed to
change.
The process of aligning the company's goals
to the individual's KPI's and objectives,
combined with the six monthly performance
appraisal and the education of all employees
has really assisted us in achieving this
growth and at the same time provide us with
an environment that we all enjoy working
in." |
Robert Reed
CEO
Express Promotions Australia Pty Ltd
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