Employee performance reviews and management are vital to any business strategy because it involves managing the most important asset of the company…..its people.

Which is the reason why businesses should effectively manage their employees because it helps develop their skills and capabilities. Investing in your employees will help you retain them, they will feel engaged, motivated and skilled, making them want to stay with your company and perform well.

PeopleStart’s Outsourced HR is tailored to your business, creating training, competency models, performance appraisals and more to help develop and retain your talented employees.

Performance Review Design

PeopleStart will work with you to create a standard performance appraisal that includes job responsibilities and related projects / objectives (WHAT you do) and desired core behaviours (HOW you do it). The format and process will be tailored to your environment and performance management structure.

Performance Management Training (Employee and Manager)

Everybody hates performance appraisals! Managers don’t like doing them, employees don’t like having them. Our training takes the pain out of the process and clearly outlines the role of the manager and the employee. The content includes completing the self-assessment, using specific examples and measures, recognition, dealing with difficult issues, development planning (and more).

Competency Modelling

Competencies are skills, knowledge and behaviours that are required for success in a specific role. PeopleStart’s competency assessment helps our clients identify competencies needed for a position. Once identified, this can be used for an interview guide, onboarding plan, development planning, training, talent management, succession planning and more.

Organisational skills Review

The skills review is a comprehensive employee assessment process. Each employee completes an Individual Skills Profile which showcases their education, experience, strengths, development needs and career aspirations. One by one, each person is discussed in a leadership forum to assess their background, career interests, performance and future potential within the organisation. High potential employees are identified, low performers are discussed and each employee is considered for their contribution to the company. Development and succession plans are crafted during this session, while identifying any retention risks, key talents and critical positions within the organisation. This is a valuable exercise for any progressive employer and acts as a pre-cursor to the performance management process.

Succession Planning

An output of the organisation skills review, successors are identified for key management and leadership roles. Each successor is discussed in-depth, identifying their strengths, their development areas and what experience and training would be beneficial to ensure their readiness to move into a higher-level position. Successors are identified as “Ready Now”, “Ready in 1-2 Years” and “Ready in 3-5 Years”. This exercise identifies if there are vulnerable areas within the organisations, should someone in a critical position leave the company. This process ensures continuity and encourages skill development.

Development Planning

An output of the performance management process should be a structured development plan for each employee. The first area to address is any gaps in performance identified during the evaluation process. If there is a skill shortfall, training and coaching will be planned for this employee. The second area to address is upcoming business needs; are there new skills needed within the function (i.e. implementation of a new ERP system requires a higher level of technical capability). The third area to address is supporting career aspirations. We can help design an experiential, high impact development plan for each employee.

High Potential Identification and Accelerated Developing Planning

An output of the skills review and succession planning process is a list of employees who have been identified as “high potential” and the organisation wishes to invest in their development and shorten the time needed to ready them for their next role. PeopleStart can design a combination of impactful development strategies to achieve this goal.

Mentoring Program

Mentoring is a developmental relationship where one person invests time and shares expertise to enhance another person’s growth, knowledge and skills. A mentor has an important, beneficial performance-enhancing effect on another person, generally as a result of personal one-on-one contact, regardless of the media (e-mail, telephone, text, skype) used. A mentee makes the effort to use the mentor’s knowledge, skills and insights for developmental purposes whenever needed. PeopleStart HR Consultants offer a structured approach to the mentoring relationship, offering training to the mentors and the mentees, establishing mutual expectations, providing a workshop to ensure the mentoring meetings accomplish their goal. This is a powerful professional development technique that both parties remember through their careers.

Need People, Let’s Start

Our professional consultants have extensive industry experience and available to chat anytime. Reach out and we’ll happily answer your questions.