HR lead for a large firm realized that the current, very orchestrated annual performance assessment process wasn’t paying.

Solution: Performing By Design worked hand-in-hand with an internal team to analyze and propose streamlining changes to save more than $8.5M in appraisal costs annually and improve the focus on talent management.

One firm’s staff reported that root canals were less painful than moving within the organization.

Solution: Performing By Design reviewed existing exit data and internal processes and conducted focus groups with staff. The result: a new career growth model and recommendations to overhaul HR practices to reduce turnover and enhance staff mobility.

As a new business unit came on line, the VP in charge searched for a way to ensure he could recruit, tag, & retain the right talent mix to deliver quality services. The organization’s competency model wasn’t quantifying critical technical skills.

Solution: Performing By Design projected hiring needs, brought in industry models, and facilitated 6 teams of experts in crafting a role and skills model for all staff--all tightly aligned to current business needs and future growth. The business then drove it into recruiting, career management, and compensation.