Performance & Talent Management
Everyone knows what is expected.
Performance management only works when objectives are clear, measured and connected to reward. We build the system, run the annual cycle and give management a real picture of who is delivering — and who is ready for the next role.
Service 07 of 10
Your journey with ERTQAA
How we deliver Performance & Talent Management
Objectives
KPIs cascaded from strategy to every role
Track & coach
Mid-year check-ins and feedback
Review
Appraisals completed by managers
Calibrate
Ratings compared fairly across teams
Reward & develop
Bonus, promotion and development plans
What’s included
A performance system that managers actually use
Designing the system, setting the objectives, running the cycle fairly and turning the results into reward, development and succession decisions.
Performance system design
- The right appraisal approach chosen for your company
- Evaluation forms for every job level
- A simple guide for managers and employees
- Cycle dates and milestones defined
- System approved with management before launch
Objectives & KPIs
- Company goals translated into department goals
- Key performance indicators for every role
- Objectives written so they can be measured
- Objectives reviewed and approved
- Objectives adjusted when company priorities change
Competencies & behaviours
- Competencies defined for each role
- Competency levels described in plain language
- Behaviours assessed alongside results
- Competencies linked to development plans
Review cycle
- Cycle launched and progress tracked
- Managers trained on evaluation and feedback
- Mid-year review meetings run
- Year-end appraisals completed and documented
- Late managers followed up until the cycle is complete
Calibration & fairness
- Calibration sessions across departments
- Rating distribution reviewed for fairness
- Exceptional cases discussed and decided
- Employee appeals handled properly
Low performance & PIP
- Weak performance identified early
- Performance improvement plans with clear targets and dates
- Progress followed up and documented
- The right action taken if there is no improvement
Talent & succession
- Key talent and high-potential employees identified
- Talent mapped on a 9-box grid
- Succession plans for critical roles
- Individual development plans
- Candidates for promotion tracked
Linking to reward & development
- Ratings linked to increases and bonuses
- Promotion nominations prepared
- Training needs taken from appraisal results
- End-of-cycle results reported to management
Reports you receive
A real picture of who is delivering
Objectives, reviews and results are reported clearly, so reward and development decisions are based on facts.
KPI cascade map
Objectives cascaded from company strategy to every department and role.
Mid-year progress report
Progress against objectives and coaching actions, by department.
Appraisal completion tracker
Reviews completed, in progress and overdue — by manager.
Calibration summary
Rating distribution before and after calibration across teams.
Performance dashboard
Results by department, top performers and areas needing support.
Talent map (9-box)
Performance and potential for key people, with successors and flight risks.
Meetings with management
Checkpoints across the whole performance year
We guide management through each stage of the cycle, so reviews are fair, consistent and on time.
Objectives setting
At the start of the cycle
- Company goals for the year
- KPIs for each department
- Review timeline and forms
Mid-year check-in
Middle of the cycle
- Progress against KPIs
- Coaching and support needs
- Objectives that need changing
Calibration & talent review
After appraisals are completed
- Ratings across teams
- Promotions and successors
- Links to bonus and increases
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Let’s talk about Performance & Talent Management
Tell us about your company and we will propose the right scope for this service — or for your full HR function.