management cycle

Performance Management Cycle

Performance management cycle and Development Management Systems

A well-designed Performance management cycle System that you successfully implement can prove to be your greatest ally in creating high-performing businesses. The efforts and investments that have gone into Performance Management Systems are enormous. However, there are still many cases where these systems do not live up to their promises and often lead to disappointing results. Why is this happening; The answer lies in three simple words – Poor Performance Management – ​​and although it sounds simplistic it is actually multi-faceted.

Performance Management

Is a holistic and dynamic process involving a range of activities which, when working in harmony, contribute to high levels of business management cycle . Performance Management cycle is about strategy, people and processes that are fully integrated with a culture that encourages teamwork, open and honest communication and collaboration. If even one element is lost, all that will be left is a system that produces meaningless annual statistics that people will not want to use or will fill out as a formal obligation.

 Stage 1: As a first step, through meetings with Management cycle, we confirm that all the elements that make up the overall identity of the business are clearly and thoroughly defined. This information will be integrated into the employee workshops with the aim of sending a clear and loud message about the expectations of the Senior Management. Therefore, it is considered as the cornerstone of the Performance Management model.

Stage 2: The second stage is the primary collection of information (Field work). Through interviews, discussions and data collection we aim to gather information about Management cycle business policies and procedures, common practices and mindset.

Stage 3:The first series of workshops aims to ensure that everyone is aware of the overall business strategy, their role in supporting its successful achievement and how this reflects on their work and duties. At the same time, we encourage people’s participation in defining the parameters against which their performance will be measured (Key Performance Indicators) and will set the ground for their future development  Management cycle and/or reward plan. Our experience tells us that people’s involvement is of the utmost importance as they will only embrace and support a Performance Management System if they

Stage 4: The second series of workshops is more practical in nature and aims to introduce employees to more effective ways of targeting as well as to develop the People Competency Framework where this does not already exist. In case the skills already exist, they are adapted (where necessary) and integrated into the new Performance Management System.

Goal Setting:

We believe that clear goals contribute significantly Management cycle to the success of a Performance Management System. Goals can make or break a business, so they must be set correctly and clearly from the outset. Targeting the boardroom is not always the recommended approach as those who need to achieve them are those on the front lines. Are the goals achievable? Do the required skills exist to achieve them? Are the means and support in place to achieve them? We are often surprised to find that these are all issues that come to the fore during workshops with little or no attention paid to the time period where the objectives are set. We always aim for our workshop teams to be made up of diverse talent, from different departments and levels.

Competency Framework:

The competency framework is of equal importance to the quantitative parameters of a performance management system. It defines the framework of expected behaviour of the individual within the company Management cycle. Our approach to developing a skills framework involves the use of HR Mentors. HR Mentor is based on international standards and provides the business with the flexibility to establish its own skill model for each job. For more information you can see the Skill Framework section. (this will be a link to Competency section)

 In this stage our consultants will create all the Performance Management System tools including:


Printed matter

Rating Scales

Staff Development Planning Tool

Reward Policy

Performance Management System Drivers

Training and Development Guide

Performance Managers’ facilitator guides

Period end reporting template

All material is presented to top management before proceeding to the implementation stage.

 This is the implementation stage where everyone at all levels will be trained in the new Performance Management cycle. It includes meetings for assessees and assessors. In addition we provide support in the initial launch of communication material.

 No Performance Management System can be complete without the evaluation stage. Thus following the first cycle of the existing implementation, usually after twelve months, and through interviews/focus groups, financial and data control, we evaluate the system in terms of its usefulness and effectiveness and propose adjustments where necessary.

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