Human Resources Performance Management

With an increasing focus on management practices to increased production, productivity & profitability. With the advent of the information age and a “new economy”, management practices gradually placed a greater focus on the role played by people. We bring you a fully customized Online Performance Management Platform, specific to your organization. The online Performance Management is simplistic from a user perspective with added functionality and work flows built in to ensure elimination of human error, or missing those deadlines.

The Human Resource Online Performance Management process is more than just an annual performance review. It is a continuous process of setting objectives, assessing progress and providing on-going coaching and feedback to ensure that employees are meeting their objectives and career goals.   Imagine all this information at your fingertips, through our online platform to allow for monitoring past and present performance reviews and incorporating areas of importance

Objectives of Human Resource Performance Management

The basis of employer-employee relationships is located in a contract by which employees undertake to do specific work (to perform) and employers agree to compensate them for work done. These contracts (performance requirements) are set out in employment agreements, job descriptions and performance agreements. Performance management is aimed at the practical management of these agreements (as well as deviations from it) in the workplace.  Why keep manual traceability and extract records when you have all at the click of a button.

Model for Human Resource Performance Management

The model advocated by Joubert and Associates includes an interrelated set of management tools that are aimed at managing people, results and remuneration. The process is schematically presented as follows:

Regular weekly one-on-one work discussions and well-planned (productive) team sessions form the cornerstone of the process. During one-on-one conversations, in-time measurements are used as a basis to effect problem solving and decision making. Staff members thereby receive continuous feedback coupled with assistance to improve performance. In-service training (coaching / mentoring) occurs during these processes.

Through regular communication, levels of participation and commitment are increased. Managers thereby also create a positive climate and a culture in which:

  • agreement is reached with each employee about what is expected of him / her (contracting, job descriptions, performance agreements);
  • employees are empowered and have the opportunity to perform and prove themselves (delegation / empowerment);
  • employees continuously (weekly) receive guidance as needed;
  • open and honest feedback is offered on a regular and relevant basis;
  • employees are commended and rewarded according to their contribution.

This can be applied, maintained and managed through your own online platform.

Employee Life cycle

Human Resources Online Performance management Tools

During the performance review the emphasis falls on the preparation of a course of action for continued development and improvement of performance. The outputs of the process are relayed in one-on-one sessions in the following term.

The first tool, called Performance Appraisal has a quantitative approach. This instrument assesses employee performance on an evaluation scale and culminates in a weighted performance score.

The second (and new) tool, referred to as a Performance Discussion, has a qualitative approach. This instrument assesses employee performance, but without a numerical scale, and there is thus no total score calculated at the end of the discussion. This new tool was designed to focus on action plans to improve performance (personal development and strategic objectives) rather than the ratings itself.

Both these tools can be adapted to suit the uniqueness of the company. One such example is to not only assess the employee against the Key Performance Areas but also against the required skills and knowledge that he/she should have to be successful in the position.

Your path towards performance management can be fruitful, functional, controlled, managed, automated including full tracking, auditing and archiving. Our platform is easily adapted and dynamic to ensure all key deliverables are met, fully aligned to your Performance Management planning policy

Customized to your Organizations Online Performance Review Plan

Performance management sample

Home Page, shows which actions must be attended to:

HR home page

Viewing your dashboard and extracting management reports has never been easier.

Productivity is increased with time management controls

Fully adaptable and customizable, allowing clients options of workflows and setups

Information is easily populating, uploaded, manage and located, free flowing and most importantly the controls and much more adaptive to your organization’s specific needs.

Customized reporting, tracking of activities, document library, exports, imports and Dashboard functionality.  Security levels for all users, with a logical workflow incorporated.

Messaging, mailing ensuring communication channels are open at all times for all users.  Including a “nudge” notification of work to be done per user.

Your Performance Management and Development has never been easier

Tremendis Logo

360 Human Capital Management and Development tools incorporating soft skills training and coaching.  Tremendis learning offers expert advisory support and consultation across a number of critical human resource functions, impacting positively on ROI.  The Human Resource Value Chain plays a pivotal role in organizations today. We have a unique methodology and approach applied transversely, providing the full solution to your human capital management needs.

Our Core Compentencies

  • Job Grading, making use of our online software platform Autograde. Our primary methodology for grading is Paterson
  • HR Auditing (Re-engineering your HR Value Chain)
  • Job Profiling and Architecture (Re-Aligning)
  • Salary Benchmarking
  • Group Restructuring and change management consulting and the application thereof
  • HR and Digital Transformation implementation
  • Consulting and auditing of HR job grading outcomes, Benchmarking, Internal Equity and Skills Gap Analysis
  • Sole Provider and owner of the Autograde online Job Grading System
  • Alignment of HR structure through Human Resource Value Chain Principles (against strategic business plan / Budget)
  • Succession planning, career path planning
  • Soft skills development training
  • Paterson Workshops (Job Grading Training) & Job Profile Workshops
  • Corporate Customized Programmes *active learning programmes
  • Emotional Intelligence online short course * face to face also available

Products on offer


HR4ALL (Human Resource management Tool, covering all HR requirements)

(Add on modules or take full platform) (can be integrated to your existing HR Tool)

Online Performance Management

Skills Development

Onboarding / Recruiting

Employee Profiles, time and attendance, leave

Full 360 HR Management Tool


Grading is the first step towards the implementation of your HR Value Chain: The right people in the right positions can determine the extinction or survival of your organization.  

Paterson Job Evaluation and Grading  

Job Evaluation and Grading is defined as the process of assessing the relative worth of jobs in an organisation, using an objective and reliable rating system.

Emotional intelligence online short courses

Emotional Intelligence course will teach you how to understand and improve your emotional intelligence (EI). Strong emotional intelligence skills allow us to understand and interact with our feelings in a way that allows us to build good quality relationships and make decisions effectively. Emotional Intelligence affects every aspect of your life, these courses are ideal for anyone interested in leading a happier and better balanced life.

Internal Equity (Employee Remuneration against benchmarked market salaries)

Internal equity is the comparison of positions within your business to ensure fair pay.

Employee Assessments (Online)

Employee assessments are performance appraisals or reviews used to evaluate employees‘ performance and productivity. These tests assess personality, aptitude and skills.

Job Description and Organogram builder

We are proud to introduce you to the Job Description and Organogram Builder. With fully integrated functions to any Human Resource Management software or can be used as a standalone.

Being the pioneers within the job grading industry (specializing in Paterson), the JD/Org Builder is the first step to ensure your job descriptions are ready and you have done your job architecture to start the grading process.

The JD/Org Builder is simplistic from a user perspective with added functionality and work flows built in to ensure elimination of human error, with a new dynamic user experience for all.

Project and Change Management

The disciplines of change management and project management are both necessary when executing a project or initiative. Each discipline brings the critical structure needed for effectively implementing change and achieving the results you want. Yet, change management and project management must work together to achieve successful change.

Life Coaching and NLP

You will learn proven practical techniques by masters. Techniques that bring change in real lives… yours and your clients.

Salary Benchmarking (Online)

Salary benchmarking, also called compensation benchmarking, is the process by which internal job descriptions are matched to external jobs with similar responsibilities to identify the market rate for each position.


A few advantages to mention:

  • Principles are not complex & are usually easily understood, communicated & implemented
  • All roles within a business are evaluated using the same methodology and aligned terminology
  • Profiling/Architecture
  • Organogram alignment
  • Job Evaluations/Grading
  • Accommodating broad banding & multi-skilling / upskilling
  • Evaluation of specialist roles as effectively as non-specialist roles
  • The role (Position) & not the person is evaluated (mitigates subjectivity)
  • Job Descriptions are aligned across ALL Companies within the Group (Consistency is key)
  • It assists in illustrating the competitiveness of organizational pay scales against market
  • It is a useful Organizational Design Framework & Tool
  • Incorporates Sustainability and Succession planning
  • ROI (For both Employees and Employers)


It is the employers’ prerogative to ensure sustainability, not only through conducive business practices, but also by strategically incorporating Broad-based Black Economic Empowerment, Skills Development and Employment Equity initiatives.

Recent amendments to the Employment Equity Act (No. 55 of 1998) illuminate this focused shift towards equitable working conditions; particularly referring to income differentials.

It has now become necessary for employers to prove that differences in wages and salaries are based on fair and objective criteria such as skills, responsibility and experience.

Using Innovation and Technology to simplify your HR Administrative requirements and record keeping

Contact us for more information