• PROFILE
• CLIENT SUPPORT
• ARTICLES
• CLIENTS
• CONTACT

• Administrative & On-Site Alternative Services
• Human Resources Mentorship
• Human Resources Operations Audit
• Integrated Strategic & Succession Planning
• Compensation
• Performance Management
• Benefits Management
• Medical Claims Resolution (MCR)
• Executive Benefit Services
• Safety Management
• Workers' Compensation Management
• Integrated Disability Management (IDM)
• Recruiting Services
• Security Management
• Mergers & Acquisitions
• Interim Executive Management
• Advisory Board Development

KNOWING THE NEEDS

Knowing how to identify the needs, create the right tools and implement them with the appropriate balance is complex. It requires a broad understanding of organizational needs and confidence of management. Shaping the employees and environment is a task that requires skill and experience.

CONSIDERATIONS

We know that one type of system will not be effective for all organizations. Solutions require programs and systems that reflect organization philosophy differences, administrative resources, sophistication of supervision and a host of other variances. Determining what is appropriate evolves while fine-tuning project objectives and beginning the discovery work. Our experienced consultants consider the various conditions and factors, address them during the plan design and implementation strategy discussions. We can suggest training practices, coaching workshops, or various customized solutions.

A critical factor for a successful PM system implementation is planning for integration with other related programs, like the compensation programs, promotion and hiring strategies. PM programs are also highly instrumental in the succession planning elements of the organization’s Strategic Plan. Avoiding conflicting, actual or implied messages to both management and employees is essential. Performance management will provide extensive value to the company through retention, improved morale and employee relations as well as by improving the foundation for results. P3 easily brings this holistic strategy of PM to the client, since we deal with all of these related disciplines on a routine basis. Our experienced consultants focus on integration issues and potential synergistic opportunities that “canned” programs usually miss.

THE INTENT

At P3 we stress the right components and communication for your PM system, and then we deal with the forms. The underlying element of PM is collecting, analyzing and feedback of information that is used to achieve organization objectives. The data may come from two perspectives, or an array of people, i.e. "360 degree" format. Regardless of process, the culmination should be a well defined action plan. Continued reinforcement is also critical. Effective PM is not a one-time effort. It has to be adjusted to account for organization and employee changes, in order to continue being relevant.

IMPLEMENTATION

Following design, the implementation requires participant identification, and preparation. Clear support from top management has to be demonstrated. And, there must be value in utilizing the PM processes. Finally, there is the documentation step, to be used for assessment, future adjustments or reward actions. This requires simplicity, appropriate timing, objective application and legal compliance to effectively deliver and retain the required information. P3 has an experienced staff to support the organization through the entire process.

In today's operating environment, results and performance are everything. Consequently, the search for tools that can support these ends is critical and desired by organizations of all types. Application and integration of such systems can be instrumental in achieving defined goals and objectives. Use of these tools is applied in many ways.