Key Performance Management drivers such as Key Result Areas (KRAs); Key Performance Indicators (KPIs); and Service Level Agreements (SLAs) etc are the cornerstones to build employee accountability to help transform an activity based business to be a RESULT driven entity.
Are you an activity focused business than results? This will be so if the KPIs are linked to activity and not linked to the end result. IIHRM tools will align the organization to make this important shift to be result driven. IIHRM helps organizations transform one of the most misunderstood yet critical aspects of sound growth- an HR mandate on the cutting-edge. Our short to medium term in-organization transformational modules will present the key to an internal HR mechanism fine-tuned to maximize the human potential. The scope of such initiatives will cover, the complete HR Technical Profile.
IIHRM's Succession Management Technique Mastery
The terms “succession management” and “succession planning” are often used interchangeably, but there’s a significant difference. Where traditional succession planning focuses on compiling a list of possible “replacements,” succession management looks such as 9BOX to both identify and develop high-potential leaders who are capable of executing the corporate strategy.
Therefore, best-in-class succession management involves two key activities: tracking pivotal roles that are emerging as “resource pressure points,” and proactively sourcing and developing a strong talent pool of future leaders.
IIHRM's Assessment and Development Center Facilitation
Research dictate that Assessment Centers and Development Centers that employee multifaceted assessment tool criteria is the most valid predictor of on the job performance.
IIHRM is the local partner in Sri Lanka for the world's No: 01, human test battery and psychometric test provider. When valid and reliable tools with global benchmarks and norm groups are available at your finger-tips, why should one let highly subjective guess work, influence selection decisions - all responsible corporates should use modern technology to make informed people related decisions with a higher predictability index.
IIHRM's S9 Model
IIHRM's S9 Model - Creating a unified structure that delivers value Lots of people think that Structure is a reference point as to who does what, in which team and where they site, in an Organization!“Poor organizational design and structure results in a bewildering morass of contradictions: confusion within roles, a lack of co-ordination amongst functions, failure to share ideas, and slow decision-making; bring unnecessary complexities, stress, and conflicts for management.”
If you don’t have a relevant and a valid Org-structure that is internal customer-enticing, with operating efficiencies that trigger generative teams and resonate room for individual growth potential, it’s tough to secure ‘Extraordinaire’ people performance at work.