Performance Management System
If everyone is moving forward together, then success takes care of itself. —Henry Ford
Purpose
With Strategic Performance Management System project, the aim is to establish a common understanding of strategic organizational goals to be achieved in the corporation and the performance that units and employees must exhibit in order to reach these goals. Besides, the aim is to design processes of managing, evaluating, determining payments and rewarding of the efforts of the units and employees to achieve these goals in a way that will lead to superior performance. As performance management system, we consider Balanced Scorecard method and goal & competence based evaluation construct as basis.
Balanced Scorecard
Performance Management, defines process of the planning of required performance for proper purposes and managing this plan. Thanks to this application, you will be able to see how much units and employees contribute. Also you will be able to produce reports that serves as guidelines for you next plans. These reports are crucial in determining your approach to units that the expected contribution is not received or provide superior performance.
A general mistake of Human Resources departments; performance management can be fulfilled once a year with Performance Assessment inside the corporation. However, “consistency” which is one of the key factors of success, requires continuous schedule not periodic. With target defined performance cards that can be arranged on the basis of both “year, season, project”, and “corporation, unit, employee”, and by designing focus areas for individuals, it is aimed to develop a common understanding.
A performance management cycle is provided by unifying 4 fundamental function; Planning, Organizing, Management and Controlling activities. With these 4 factors, you can direct your institutional aims forward and monitor employee performance physically. In Dynamics for Development Management Centre, we adapt the orientations that emerge every year regarding these four factors to your corporation. With experts of DD, we make it easier for you to decide proper model for your corporation. After the integration of the model, we discuss the process and result with our experts, and prepare development plans.
Performance-Based Reward and Bonus System
"Ingenuity follows compliment."
When employees demonstrate high performance, short-term controls that courage, reward, congratulate, and make them feel important, motivate your team. Besides, this coordinates individuals and makes you more proactive by contributing to corporate development. In the same way, in a situation where employees demonstrate low performance, encouraging them to learn proactively, ensuring their development, or guiding them to improve themselves are motivating factors. A system where everyone is contributing and participating assures a fair-game atmosphere and equal conditions for everyone.
Performance Management Model and Process
Project Outputs
Corporation Strategies and Key Performance Indicators
Department / Function Objectives in Accordance with the Corporation Strategic Plan
Department / Framework Performance Indicators
Competence Dictionary and Assessment Process
Rewarding Standards and Process
Performance Management System Procedure
Consultancy of Performance System Program Selection and Application
Contributions of Correct Performance Management Systems to Your Corporation
Strategic Coordination
Advanced Management Control
Objectivity in Achieving Goals
Fewer Project Timeouts
Open and Constant Communication Environment
Motivated Labor Force
Detection of Poor Performance
Correct Training and Career Planning
