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Performance & talent management

Driving effective business performance relies on performance management methodologies and systems that support line management in their role.


Mercer audit, design and implement effective performance management systems across industry sectors in Ireland.  These are often linked to remuneration structures which support the achievement of business objectives.

 

We can review existing systems and make recommendations for change based on our experience of best practice in system design.  Reviews are often commissioned where effective performance differentiation is not taking place.

 

Our range of services includes the following:

 

  • Design of performance management methodology and implementation
  • Design of system documentation and forms 
  • Advice on goal setting and performance targets
  • Training for managers and supervisors
  • Comprehensive system review and recommendations for change
  • Guidance on forced and guided distribution
  • Facilitation of annual distribution workshops

 

Creating Value through Strategic Talent Managment

Organisations need to maintain a critical mass of key talent that can lead, motivate and drive business success – how else could they survive?


Unfortunately, the process of aligning business and HR strategy tends to falter at the ‘how to’ stage. Moreover, talent management is often viewed as ‘managing the people we have’, which leads to a transactional and short-term approach to individual HR issues in people management. Talent management is all about aligning business objectives with HR strategy.

 

The best model of talent management recognises the convergence of interests between the organisation and its human capital. Mercer can assist in developing a solid talent management capability can deliver benefits for everyone:

 

Management

 

  • A ‘talent map’ identifying key talent and areas of present or future weakness in the organisation
  • An appraisal model that can be used consistently throughout the organisation based on key competencies and skills
  • A transparent framework for evaluating and rewarding performance against individual, team and organisational objectives
  • More focussed and cost-effective use of training and education in priority or weak areas
  • Increased productivity/quality in line with organisational objectives
  • Greater employee satisfaction, loyalty and retention.

 

Employees

 

  • Greater individual stake in the performance of the organisation and a clear sense of purpose and direction
  • A more transparent performance/reward framework based on identifiable goals, and greater participation in objective-setting
  • Greater recognition of individual motivations and professional goals aligned with appropriate training and career choice
  • More open and directed communication with a reduction in the ‘us-them’ mentality
  • A more flexible and rewarding work environment that recognises the needs of people as people.