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Performance Management Implementation

We can upgrade your appraisal system to best practices of a high-performance culture.



  • Audit your appraisal system and benchmark against best practice.


  • Conceive the strategy, re-align the vision, determine critical success factors, create KPIs and ensure individual accountability.


  • Create a customised rating system, PM forms, handbook, workbooks & videos to support performance planning coaching and appraisal components.
  • Develop policy manuals.



  • Translate a job description/strategic business plan into a performance plan.
  • Identify Key Result Areas and prepare objectives/KPIs for the position.
  • Determine competency behaviours and tracking sources and methods.
  • Show how KPIs link to the rating system.
  • Support through case studies, video examples and skill practice.


  • Discusses performance system issues.
  • Create performance tracking guidelines.
  • Track key performance Indicators (KPIs),
  • Track competencies.
  • Develop case studies & exercises.


  • Develop a performance coaching system Coach managers to help employees:
  • to be successful in taking on new accountabilities
  • improve poor performance or behaviour
  • re-enforce improved performance
  • be self-reliant to guide others to discover the best way to accomplish a goal.
  • Create feedback approaches and how to use them.
  • Supported by case studies, video examples and skill practice.


  • Train managers/employees in the process/ skills to review mid-year performance.
  • Support via case studies, video examples and skill practice.


  • Prepare managers to understand appraisal issues and the appraisal meeting
  • How to rate KPIs& competencies and overall performance,
  • View typical appraiser errors & difficult situations
  • Support via case studies, video examples and skill practice.


  • Develop a performance administration system
  • Identify administrators, their roles and responsibilities and competencies
  • Create sample performance planning clinics and performance quality checks.


  • Identify internal trainers (if required)
  • Develop trainers skills to facilitate and manage PM workshops and presentations. (3-5 days)



  • Determine the effectiveness of the present performance system and make an ROI comparison of the new system installed (or changes made).
  • Statistically validate covering all aspects of the performance cycle


Mills, C, (2017) Performance Management, A Practical Guide-AuthorHouse, UK
Mills, C, (2003) Performance Management – Under the Microscope. Singapore Human Resource Institute.
Mills, C, (1995) Fact or Fantasy, A National Study of Performance Management Practices in Singapore. Singapore Institute of Management.
Mills, C, (1994) What’s Hot What’s Not, A National Study of Performance Management Practices in Malaysia. Malaysian Institute of Personnel Management.

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.

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 i.e.

  • 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

Customized Videos

Core Measures can create customised videos to support performance planning and coaching components. This is done on site with company staff. Core Measures prepares the script which is based on the essence of the subject and portrays the key issues. We direct and video real staff in realistic scenarios using relative examples/meta language. Our commitment and pleasure at making the workshop work!

Training Process

Core Measures recommends the following stages to successfully conduct the training.

Consultant trains the Management team

  • The Core Measures designated consultant/facilitator trains the management team.
  • The consultant/facilitator has outstanding credentials and been quoted as the ‘guru in performance management in Asia’ he consistently receives the highest ratings for performance management training.

Consultant trains internal Trainers (Optional)

  • This is the most efficient way to train large numbers of non management staff and transfer technology for the organization to internalise the system.
  • Agreed internal trainers will undergo thorough training in the performance management system and training process. They will receive individual feedback supported by a written summary of demonstrated behaviours, strengths and areas for development prior to certification.
  • In-house trainers conduct staff training under supervision and with guided feedback.
  • The designated consultant/facilitator is a master trainer who has trained a number of other master trainers and several hundred trainers.

Performance Management

Train the Trainer Certification Program-

Objectives: To:

  • Develop skills to manage workshops and presentations.
  • Create an impact in presentations and mini workshops.

Enabling Objectives

By the end of the workshop, participants will have:

  • Discussed adult learning and understood the difference between andragogy and pedagogy.
  • Identified the differences/similarities between a trainer, facilitator, instructor, coach and teacher.
  • Understood ten skill areas necessary to facilitate and manage a workshop.
  • Utilized the following training techniques; Ice-breakers, participant-led learning, role play-behaviour modelling and skill practice options, giving feedback, case studies, small group discussions, brainstorming, video, refresher & wrap-up activities.
  • Developed a four-stage training evaluation model by designing quantitative and qualitative performance measures.
  • Received individual feedback supported by a written summary of demonstrated behaviours, strengths and areas for development.


Performance Management Programme- Train the Trainer 2-3 days

Performance Management A review of the system, purpose and importance & content. A walk through of the facilitator guide and how to use it
Certification A review of the measurement criteria and success factors for certification
Facilitator demonstration A demonstration of the skill areas necessary to facilitate and manage a workshop. Participants provide feedback on role model and areas that could have been improved using observer feedback worksheets.
Skill Transfer The purpose and benefits of role-playing vs. skill practice. Dyad, triad or quartet?  Mini lecture on behaviour modeling. Participants take part in a behaviour modeling skill practice.
Participant Presentations Participants observe their colleague’s presentation and give guided feedback using observer feedback worksheets.
Training techniques An individual presents the use of a training technique. The facilitator summaries key learning points
An Evaluation model A review of the Kirkpatrick model and an exercise to determine pre and post training KPIs
Summary A summary of  all learning points, cover issues and discuss follow up steps regarding implementation


Performance Administration Training-1 day
Pre work All administrators must come to the workshop with a completed performance plan
Roles and Responsibilities We review the roles and responsibilities of administering and coaching performance planning and other aspects within the performance management system.
Perform Quality Checks. We discuss quality standards and introduce a quality check guide for performance planning. We review administrators own performance plans. We review sample forms and practice quality checking
Performance Planning Clinics Participants learn how to coach others to link Strategy initiatives to objectives and competencies. Administrators will discuss a process model. ‘Live’ modeling of the process will be followed by role-plays of clinic sessions
Administrator Skills The skills of facilitating and coaching performance planning as well as an administrator
Implementation A plan is developed to ensure all staff complete performance plans to set standards within a set time frame. Responsibilities are discussed and agreed
Administrator Skills A review administrator competencies and exercises in use of key aspects
Summary A summary of all learning points, cover issues and discuss follow up steps regarding implementation

Performance Management, ‘A Practical Guide’


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