Key human resource activities that are part of our performance management include regular communication, training employees to help them do a better job, recognising good work, pointing out the benefits of doing a better job, setting goals, keeping track of progress, and giving real-time feedback.

Employee performance is monitored by our performance management system in a predictable and quantifiable way. To make sure that everyone in the organisation is supporting and contributing to the strategic goals of the company, the system depends on a combination of technology and processes.

Retention of employees and employee turnover are some of the metrics that are indicative of the success or failure of an employee performance system. Monitoring employee satisfaction and fulfilment is a crucial performance management system indicator that inevitably leads to retention. The procedural, staged process of the system generates feedback that can result in a mid-course correction.

The crucial procedures deployed in our performance management system include, among others:

• Planning actions and managing company and employee goals.
• Match employee performance to the organization's goals.
• Providing work that is gratifying and meaningful helps boost employee engagement.
• Adjusting goals quickly as corporate priorities change.
• Continuous monitoring of performance management
• To maintain continued alignment with business goals, keep an eye on each employee's personal aspirations.
• Giving advice and criticism to help employees perform better.
• Recognising successful outcomes as they occur.
• Identifying and commending through performance evaluations
• Evaluating performance in a reliable and consistent manner.
• Recognising and honouring outstanding efforts.