Performance Management

Performance Management

Performance Management

Success in the current competitive environment requires that you as a leader must maximize your human potential within your organization. We base the process from the vision and values of the organization and a clearly defined organizational structure.

At its foundation, the creation of job profiles and the roles and responsibilities need to be in line with your objectives of your organization to ensure your success.  Once these profiles are defined, selecting the best talent becomes a more focused exercise for you in matching the individual to the role.

The Pillars facilitate the conversation with your leaders to identify and define a position based on the strategic component as well as the day to day operations. The tools used in this process have a very high validation and reliability standard. The importance of you adopting these tools lie in the fact they are legally defensible in a court of law for recruiting and selection because they compare the individuals to a specific JOB and not to another individual. 

There are four components to The Pillars Performance Management System:
  1. The first component is a job profiling process called P.A.C.K. The acronym defined is: Performance, Attitude and Aptitude; Culture and Conditions and Knowledge and Experience.
  2. The second component is delving deeper into the specific roles & responsibilities of the job and defining the measurable objectives.
  3. The third component is the matching of the talent to the newly defined positions and helping the leaders in making informed selection and hiring decisions.
  4. The fourth component is setting up a sustainable process to review/measure and fine tune the performance evaluations for each position.


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