2.0 KEY PLAYERS

In order to ensure effective implementation of the Performance Management System, the following must recognize their own responsibilities and perform the necessary actions, as defined herein:

  • Top Management – Founder, Director
    • Support and champion the Performance Management System;
    • Set direction – Corporate Vision, Mission, Core Values, Strategy, and Performance Targets;
    • Provide resources/budget; and
    • Act as Role Model.
  • Team Lead – Operations Manager
    • Implement the Performance Management System, as defined in this Policies & Procedure Manual;
    • Set direction – Team Strategy and Performance Targets, cascaded to Individual Employees Performance Targets/Scorecard;
    • Provide resources/support;
    • Conduct regular coaching and monitoring of performance – provide timely performance feedback;
    • Conduct Performance Review as scheduled; and
    • Recommend necessary actions such as promotion, training, rewards, and disciplinary actions.
  • Human Resources Department (HRD)
    • Design and Implement the Performance Management System;
    • Act as a Role Model – to conduct pilot run of the PMS in their own Team;
    • Conduct or Spearhead Strategic Planning in order to align the business strategy and performance targets to the Individual Employee Scorecard/performance targets; and
    • Conduct Training on PMS to ensure that all employees understand the System.
  • Human Resources Department (HRD)
    • Set Individual Performance Objectives/Targets, with their respective Team Lead;
    • Implement the agreed Action Plans; and
    • Actively participate in the Performance Review and Coaching.