ENABLERS FOR PERFORMANCE: TECHNOLOGY
PerforMAX is an INTERGRATED PEOPLE MANAGEMENT enterprise software solution. Central to the approach is the use of the performance management process as a means to integrate the different people management processes with the business strategy. This has proven to provide the required context and direction for people management processes, while ensuring sustainable individual, team and business performance.
PerforMAX is all about ensuring a vibrant business. One that is able to provide sustained returns for shareholders, customers, the community and all staff members. The organisation’s strategy provides the reason for existence, while good people management practices:
- Must be able to demonstrate their contribution to business success;
- Promote individual and team performance;
- Define and provide consequences; and
- Provide sustainable performance at all levels.
PerforMAX is more than just people management software - its unique integration focus and a high degree of process alignment offers significant benefits for organisations seeking to achieve sustained competitiveness through their people.
The ROLE PROFILE MODULE aligns the different roles (positions) with the overall strategy of the business. Every role profile defines a role in terms of a definition of the position, the results to be achieved (KRAs/KPIs), the required competencies (skills, knowledge and attributes) and statutory requirements (compliance).
Key Functionalities:
- A template warehouse categorises and indexes generic and specific role profile templates based on best practice research.
- Your organisation’s profile library to design and maintain your own business specific role profiles.
- Allocation of profiles through controlled transfer of profiles to individuals and/or teams.
Results Module:
The RESULTS MODULE enables the management of performance through the use of key result areas (KRAs) and key performance indicators (KPIs).
Key Functionalities:
- Performance contracting (agreement between managers and individuals/teams).
- Performance review (review of actual achievement against the performance standards).
Competency Module:
The COMPETENCY MODULE enables the achievement of sustained results through the application of the necessary knowledge, skills and abilities (competencies).
Key Functionalities:
- Development contracting (development agreement between managers and individuals/teams).
- Development assessment (assessment of competencies through a choice ranging from an individual to a multi-rater approach).
Compliance Module:
The COMPLIANCE MODULE enables the management of statutory and legal requirements which are prerequisites for the individual’s/team’s role and position.
Key Functionalities:
- Compliance contracting (agreement on compliance standards between managers and individuals/teams).
- Review of compliance (review of compliance against the standards in the contract).
- Documentation (managing legal documentation and evidence that are required).
Contribution Module:
The CONTRIBUTION MODULE refers to the tasks and/or behaviour that a person and/or team present.
Key Functionalities:
- Contribution contracting (agreement on contribution standards between managers and individuals/teams).
- Assessment of contribution results.
Managing Personal Development Module:
The MANAGING PERSONAL DEVELOPMENT MODULE assists individuals in reviewing, planning and taking responsibility for their own development.
Key Functionalities:
- Integrated approach to personal development allows individuals and managers to manage personal development with an input from multiple sources.
- Manages the Personal Development Plan (PDP) in a structured and systematic way to reflect upon your performance achievements, learning needs and plan for your personal development.
Employment Relations Module:
The EMPLOYMENT RELATIONS MODULE enables the management of performance through the managing of misconduct, grievances and poor performance.
Key Functionalities:
- Online education of the ER processes that should be followed.
- Guidance to implement standardised ER processes with consistent outcomes.
- Audit trail of misconduct, grievance and poor performance cases, per individual.
- Analyse leave and performance trends.
Learning and Development Module:
The LEARNING AND DEVELOPMENT MODULE enables you to ensure that all learning attended by individuals is linked to the organisation’s strategy and enhances the capacity to achieve business results.
Key Functionalities:
- Learning needs analysis through the use of all key performance drivers.
- Manage the learning budget in accordance with the organisation’s objectives and priorities.
- Analyse the impact of learning through a comparison of pre- and post-assessment results.
- Manage scheduled learning according to good project management protocol.
Career and Talent Management Module:
The CAREER AND TALENT MANAGEMENT MODULE enables a depth of skills with the right people within the organisation available as required.
Key Functionalities:
- Talent management assists with the identification of an appropriate pool of key people, thereby ensuring a depth of skills resulting in sustained business performance.
- Career management helps the organisation facilitate the career aspirations of individuals and enables personal career planning.
Recruitment, Selection and Placement Module:
The RECRUITMENT, SELECTION AND PLACEMENT MODULE enables you to place suitable individuals into vacant positions without the business experiencing lower levels of performance.
Key Functionalities:
- Manages recruitment campaign: Manages a recruitment campaign for your organisation by focusing on internal and external candidates.
- Application process: Enables internal and external candidates to apply for available positions at any time.
Renumeration and Reward Management Module:
The REMUNERATION AND REWARD MANAGEMENT MODULE facilitates an appropriate and transparent approach to the management of the delicate matter of equitable remuneration and reward practices.
Key Functionalities:
- Remuneration: Enables the allocation of financial incentives that are aligned with the contribution made by people within a pre-arranged provision and plan.
- Reward: Manages a catalogue of reward options and the allocation thereof based on pre-defined rules and criteria.
