Dual Performance Appraisal System

Impact

Provides true overview of your organisations’ leadership talent

By differentiating the performance appraisal you create visibility into links between the leaders’ performances as leaders and their delivery of business results. A talent pool should consist of leaders that both deliver the numbers and perform their leadership role.

Further, a good leader at one leadership level is not necessarily a good leader at another leadership level. This will become visible using a dual performance appraisal system thus supporting your framework for securing a free flow of talent to continually fill your leadership needs.

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	Your challenge - our response Struggling with developing a sufficient number of qualified leaders internally? Finding it difficult to identify talent within the organisation without using expensive external assessment centres? Wasting too much money on duplicating various HR tools within the organisation? Finding it difficult to compare performance appraisal scores across the organisation? Spending too much money on external organisational consultancy services without achieving the required results? Realising that existing leadership programmes do not create the required behavioural change? Experiencing that 360° systems have too many questions that are not relevant or too abstract in relation to building a personal development plan?

Dual Performance Appraisal System

Impact

Provides true overview of your organisations’ leadership talent

Your challenge - our response