All employees benefit from a personalised
career development plan, opportunities to bridge competency gaps,
and a mentoring
scheme with experienced managers.
To this end, we developed a performance management system (PMS).
It enables us to:
| • |
Be
closely aligned to the company’s goals |
| • |
Have twice-yearly reviews
between employees and their managers |
| • |
Establish clear
and shared understanding between performance targets and expectations,
thus increasing the probability of achieving set targets |
There are three PMS stages spread over 12 months:
| • |
Planning of
key projects and competencies |
| • |
Mid-term performance review
and coaching |
| • |
Year-end performance review |
Where competency gaps are identified, employees will not be unnecessarily
penalised, but will be helped to bridge those gaps through training.
This encourages personal ownership of their jobs and improved performance.
|
![](images/spacer.gif"){kind=spacer}
