August 12, 2015 at 6:34 PM
Wednesday, 19th August 2015, 11:00AM AEST
"Successful coaches review performance after each game; successful managers review performance at least monthly.”
PeopleStreme invites you to join CEO Lyle Potgieter for an informative webinar on The magic of 1 on 1's through Performance Management. [More]
April 16, 2015 at 8:04 PM
Most organisations have some type of employee appraisal or review system and are experiencing the shortcomings of manual Appraisal systems. [More]
March 31, 2015 at 8:53 PM
“Without our people, we’re nothing...PeopleStreme were able to demonstrate a system that was both easy to use and flexible enough to meet our specific objective of aligning individuals with our core values."Frank De Pasquale, CEO of OsBTIOsBTI determined that it was crucial for them to implement a process to help them to drive the highest level of quality for their professional services and ensure they maintain quality and consistency across their growing workforce. Beyond that, they also...Click here to download the case study.
March 14, 2014 at 10:58 PM
Intec Group really believes in its promise to its customers, "Success through business innovation."
Striving for innovation within their own organisation, they migrated from a manual appraisal process and implementing an automated, online Performance Management solution.
This lead to improving communication and transparency throughout the organisation, resulting in a higher employee development and in turn, retention.
“Every employee of Intec Group has clearly defined job roles, with clearly defined competencies and measures which are aligned to organisational strategy.” – Sharon McMurray, Human Resources Manager.
Get the Case Study here.
February 21, 2014 at 7:54 PM
Westfield New Zealand partnered with PeopleStreme in 2009 to implement a Human Capital Management System, supporting their performance reviews, employee feedback and management visibility among other things.
Through their Performance Management system, Westfield NZ employees were able to align their personal objectives to the goals of the business;
“Embedding the system into the working culture at Westfield has most certainly proven to improve employee alignment and focus, whilst also improving organisation wide visibility and reporting.”
With these business benefits of moving from a paper-based appraisal process to an online performance management solution already apparent, Westfield NZ sought to maintain the efficiency and effectiveness of the system over time.
Request the full case study here.
October 18, 2013 at 12:58 AM
PeopleStreme have today released a whitepaper on Performance Management: A link to Employee Engagement.
The links between Performance Management, Engagement & Employee Retention are well documented but not necessarily well understood.
A correctly implemented Performance Management System drives Employee Engagement and Retention and helps everyone to execute their roles much more effectively.
Read our Whitepaper here
November 9, 2012 at 1:55 AM
PeopleStreme has released a Case Study by Zoo's Victoria on Improved Alignment and Strategy Execution using PeopleStreme's Performance Management software. [More]
August 24, 2012 at 8:11 PM
Credit Union Australia, Australia's sixth largest bank, provides a candid interview to HC Online TV, of their performance management process. To view the interview please click here.
June 28, 2012 at 11:13 PM
PeopleStreme has made available a case study from Chamber of Commerce and Industry of Western Australia (CCIWA). CCIWA measures Employee Engagement regularly and has discovered that implementing an effective Performance Management system also drives Employee Engagement. This happens because employees are much more clear about what is expected of them, understand how they are personally linked to the organisation strategy and have a forum for their own personal development.
June 1, 2012 at 10:41 PM
No career and low pay are the worst factors in PeopleStreme's global Employee Engagement benchmarks. Employees become disconnected because their workplace offers poor career progression or they are paid below what they think is fair. Employees believe they deserve more and withold doing their best work out of a sense of outrage, often covert. Their performance at work goes down and the employer has to hire more people to do the same work. Does this sound familiar ?