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The Performance Management process typically consists of three phases: Performance Planning, Performance Review and Performance Appraisal. These phases represent an ongoing process used throughout the year.


If you sense there are shortcomings with the way performance is measured and managed in your company? Results not as expected, staff morale affected? What can be done to improve the situation?


  • First, identify what type of performance system you are presently using. By doing this, you can then look at what the system is designed for and whether it has been successful.
  • Second, collect data by auditing the present performance system.
  • Third, if necessary, convince management of the need for change and be clear of what you want to change and why.

Core Measures can complete the analysis for you-just contact us


Core Measures, hence our name, can design the Performance Management Form

This will spotlight on each section of the form with Key Result Areas, KPIS, targets, competencies, tracking methods, results and ratings. This will also include design of rating scales and appropriate overall evaluation methods


The following materials may need to be designed or updated.

  • The performance management policy
  • The performance management framework guide
  • The competency model guide


Our training approach is classic behaviour modelling in style for optimum skill development and calibration i.e. Each workshop combines short lectures with examples on key content, video demonstration, exercises and behaviour modelling skill practice.

Facilitation Process

  • Introduce purpose/importance of the concepts
  • Introduce key concepts/practice
  • Introduce discussion guidelines and process
  • Video sample of supervisor/subordinate meeting
  • Debrief the process
  • Practice using a case study but utilising the discussion process in groups
  • Receive feedback on role of supervisor
  • If time, practice again with new roles

Summarise learning points

Research shows that successful skill-based training is conducted in groups of no more than 12-16 per session using behaviour modelling for optimum skill development and calibration.


Just as the Analysis phase means conducting a pre-survey, the Review phase means comparing before and after with a post survey and presentation to management to show the ROI.

Contact us for a free analysis and report of your performance management system
Or buy our book first.
Performance Management, A Practical Guide
Available from Amazon UK


Contact us to organise an audit.

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