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Return of investments in your employees
Do you make the most of the investments in your employees?
In many lines of business the personnel costs represent the largest portion of the budget. What if there is a simple way to:
In many lines of business the personnel costs represent the largest portion of the budget. What if there is a simple way to:
- Ensure clear alignment between the strategy of the organization and the objectives and priorities of the employees?
- Ensure that the competence development is driven by requirement, and where the strategy of the organization is the starting point?
- Take care of and develop valuable employees so that unwanted turn-over is reduced to a minimum?
This is what CatalystOne Solutions can do. We offer knowledge and IT-support within the area of Talent and Performance management, everything from design of processes to implementation of and operating the IT-solutions.
Clear leadership
Your employees are asking for clear leadership:
Your employees are asking for clear leadership:
- clear, and concrete objectives
- continuous follow-up and feedback
- seriously discussed development requirements
- fair evaluations
The result is employees that are more motivated, productive, perform better and stay longer in their jobs.
Appraisal Dialogue – the backbone within Talent and Performance Management
The good news is that there is no need to introduce a completely new management processes to achieve this, you need simply to improve the current one. One example is that the Appraisal Dialogue process. Done well and with suitable IT-support, it can become the backbone in Talent and Performance Management. The Appraisal Dialogue can be the most important instrument to communicate direction, create ownership to overall and individual objectives, distinguish between those who perform and those who don’t, ensure the development requirements and identify talents etc.
The good news is that there is no need to introduce a completely new management processes to achieve this, you need simply to improve the current one. One example is that the Appraisal Dialogue process. Done well and with suitable IT-support, it can become the backbone in Talent and Performance Management. The Appraisal Dialogue can be the most important instrument to communicate direction, create ownership to overall and individual objectives, distinguish between those who perform and those who don’t, ensure the development requirements and identify talents etc.
A systematic approach is rewarding
The reward of working systematically with an IT-supported Appraisal Dialogue process is far-reaching and interesting. It is possible to quantify the business impact.
The reward of working systematically with an IT-supported Appraisal Dialogue process is far-reaching and interesting. It is possible to quantify the business impact.
- Increased efficiency
Achieved by the fact that managers, employees and HR spend less time to prepare, complete and follow-up appraisals. - Reduced costs
Achieved by:- reduced turn-over
- more targeted spending of education and training budgets
- more targeted bonus payments
- Increased productivity
Achieved as a consequence of an improved performance management process, where clear objectives and alignment from top to bottom is central. A 10-20% improvement in the productivity is within reach.
Example of a summary of gains – organization with 500 employees:
| Impact |
Yearly benefit |
| 1. Increased efficiency |
560 000 |
2. Cost reduction
|
|
| 3. Increased productivity |
10 800 000 |
| Total |
13 060 000 |