1. Home
  2. Human Resources
  3. Development
  4. Performance Management

Performance Management

Performance Management

Although there is widespread international debate over how useful it is to spend time formalising and sharing performance evaluation, no more effective method has so far been identified to guide people towards results.

PRAXI believes employees have the right to know what their company expects of them and the opinion it has of them, and the duty to work as hard as possible in the pursuit of personal and professional development. Management has the key responsibility of promoting staff awareness and professional development, thus offering companies an opportunity to boost organisational performance and improve change management.

Performance assessment systems frequently encounter widespread cultural resistance within organisations, which in 60% of cases prevents them from achieving the objectives they were designed for.

With this in mind, PRAXI has developed its own performance management system model, and assists organisations in ensuring the results obtained are in line with their needs and those of their employees.

The definition of a performance management system starts with an analysis of how mature the situation is with regard to HR management, the people involved and what the company expects from the system (performance assessment, financial incentives, training needs analysis, in-house communication regarding strategies and targets, how work is organised, etc. …). Once these three elements have been identified, the method is defined (assessment model, development model, process and means of transmission).

In many cases, management is actively involved in designing the system, so as to guarantee its immediate application. Our way of working ensures control over both the aims of the system and the assessment factors involved, for a model that operates smoothly and is specifically tailored to the company context.

The purpose of extending an assessment system throughout an organisation is to use classroom training and individual coaching to provide management with all the resources they need to improve the performance of both individuals and the organisation as a whole.

Internal communication actions are addressed to employees to illustrate the aims, methods and processes of the system. This may be done in a variety of ways (face to face, online training bites, written messages to individuals or groups, etc.).