Key Points of Linking Management Plans with Organizational Goals and Performance Evaluation - Introduction of Consulting Case Studies
We would like to introduce a case study of Company T, which operates in the machinery manufacturing industry, regarding the transition from a "functional qualification system" to a "role grading system."
Challenges faced by the company:
- The personnel system itself is complex and difficult to understand.
- The operation is cumbersome.
- The expected effects, such as increased employee motivation and improved company performance, are not being realized.
In response, the company transitioned to a "role grading system" centered on work and the associated accountability for results, and introduced "evaluation categories and criteria based on roles."
[Case Overview]
■ Background and Issues
- The management and supervisors were dissatisfied with the fact that the goal management system was not functioning well.
- They did not understand the reasons behind the dysfunction.
- They aimed to create a system that all employees could understand and feel positive about.
■ Results
- The compensation system (grades, wages, evaluations) was restructured to provide rewards based on roles and contributions.
- The evaluation system was improved, allowing for the recognition of appropriate performance and behaviors in relation to roles within the organization, aligned with goals and evaluation criteria.
➔ Achieved evaluations linked to the company's vision and mission.
*For more details, please refer to the related links or feel free to contact us.
![[Example] Visualizing the effects of the personnel system.](https://image.www.ipros.com/public/product/image/54f/2001424792/IPROS202598238223033851.jpg?w=280&h=280)
![[Example] Achieving evaluations linked to the company vision and mission.](https://image.www.ipros.com/public/product/image/3d9/2001424835/IPROS15829024813535394147.jpg?w=280&h=280)
