NFP Consulting Group Experience Expertise Excellence

What is HR Performance Management?

• The Performance Management Process allows an organisation to give employees a planned approach to improving their personal performance – and be rewarded for it.
• It defines the clear difference between job responsibilities and personal achievements which add to the organisation’s effectiveness and /or profitability.
• Personal goals are aligned to the organisation’s short and long term goals.
• Performance Management ensures that employees can develop to the maximum of their capabilities in a structured and mutually agreed manner.
• It introduces a systematic process of measurement and development which clear and transparent throughout the organisation.
• Because Performance Management introduces a Performance and Development matrix into an organisation it can be successfully integrated with Succession Planning.

Why Consider HR Performance Management?

The development of a HR Performance Mangement Plan is critical for any organisation of any size .It should be viewed as an important business improvement process and not just a stand-alone plan. Because of its focus on Performance and Personal Development, it integrates into all parts of the organisation.

Employees like the process as it is seen as introducing procedural fairness and equity into the organisation.
Furthermore, it encourages all employees to be positive and innovative in the workplace – but in the direction that the organisation wants to head.

Using Performance Management means that people are rewarded using a formula – and not just on an “ad hoc” basis

Is There a Standard System ?

Whilst there are well defined processes and steps to help develop your HR Performance Management plan, there is no truly standard system.

Many organizations do, however, adopt the personal planning approach using both personal and group targets and personal training and development programs which NFP has considerable experience in implementing.
Each organization must develop a plan which meets their needs – this may entail considerable work and significant documentation for large complex organizations, to simple, specifically targeted plans for smaller organizations.
The most important thing in developing a plan is analysis and simplicity– seeing what clearly explains and measures the organisation’s HR goals and how to measure them accurately and fairly down to an individual level..

NFP’s Approach

NFP believes in working very closely with their clients throughout the whole Risk Management Planning process – from pre-work scoping to the final developed plan and communication roll – out.

And the commitment doesn’t stop there – once the initial plan (or plans) is completed, NFP offer continued assistance and advice on the evolution of the planning process.

NFP can also offer a continued consultancy in an annual post audit process as well as assisting in redefining Risk kpis (Key Performance Indicators) as market conditions change.

NFP strongly believes that the development of a comprehensive Risk Management Plan linked to strategic development and business planning is the most effective way for any organization – large or small – to become more motivated, effective and profitable.

NFP’s consultants and associates have substantial experience in Risk Management Planning – both in the profit and not-for- profit areas. We look forward to discussing your specific needs in a no obligation meeting, to help define and plan your next steps in the Risk Management Planning process.

What next?

NFP CONSULTING GROUP PTY LIMITED is a boutique consultancy providing practical assistance to organisations, their boards, management and staff in a cost effective manner across a broad range of issues. Call 02 8865 8800 today to speak to IAN MCHUGH, Director about how NFP can help your organisation achieve its full potential.

NFP Consulting Group Pty Limited
www.nfpconsulting.com.au