At the core of organisational success is a clear Human Capital Value Proposition (HCVP) that is incorporated into every aspect of the employee experience. It defines the value that employees are expected to contribute with the value that they can expect in return. In the CEO Challenge® 2015 report by The Conference Board, CEOs around the world identified managing Human Capital as the top challenge they face, among the other top five challenges of Innovation, Customer Relationships, Operational Excellence and Sustainability. Notably, raising employee engagement was seen by CEOs as a critical driver to meet multiple business challenges, alongside other key strategies to effectively manage Human Capital resources: improving performance management processes and accountability, providing employee training and development, enhancing effectiveness of their senior management team, and improving leadership development programmes.

THE REAL PERFORMANCE FRAMEWORK

At PACE, we believe that Human Capital forms the most promising asset for organisations given the potential for its exponential growth value. Real Performance is an OD innovation that helps organisations to leverage on human capital and bring value propositions into reality by aligning three key pillars of people strategies with business strategies, tied into a holistic Real Performance Framework:

1. Strategic Perspective: Employee Performance — How can we create a line of sight to link day-to-day activities to organisation goals?

2. Operational Perspective: Employee Engagement — How can managers and leaders consistently engage their team so that they don’t lose the vision, and help their team achieve individual and organisational goals?

3. Human Resource: Employee Retention — How can leaders and HR professionals help employees continue to be part of the organisation?

REAL PERFORMANCE OVERVIEW

Based on the Real Performance Framework, we have developed 12 different Organisation Development (OD) interventions across three tracks that are valuable to different type of employees. Each intervention consists

1. STRATEGIC PERSPECTIVE: EMPLOYEE PERFORMANCE

This series of O.D. interventions educate, equip and enable your employees to contribute highly to organisational success and bottom line results by understanding and tightening the link between strategic business objectives and day-to-day actions and tapping on their full potential.

 

2. OPERATIONAL PERSPECTIVE: EMPLOYEE ENGAGEMENT

The programs under this series aim to educate, equip and enable a proper alignment of engagement practices and processes for leaders in organisation. With that, your organisation can rest assured that your employees will be committed to organisational goals and values, be motivated to contribute to organisational success, and be able to enhance their own sense of well-being, simultaneously.

 

3. HUMAN RESOURCE PERSPECTIVE: EMPLOYEE RETENTION

Losing your organisation’s best talents is definitely a high price to pay in any industry. This series of programs educate, equip and enable your leaders to review and address the dimensions needed for an effective employee retention strategy. With that, your organisation will be well-equipped to create, build and keep your best talents.


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