HR Definitions

Performance profiling involves the collection of information about the performance of a person or organisation, and the formulation of a report on that performance as an input of an improvement or development process.

Performance profiling may also be used as an input of a formal performance management system.

HRworkbench provides a variety of performance profiling tools which can be deployed Globally in a multi-lingual format.

These tools include:

• Individual assessment questionnaires
• 360-degree profiling questionnaires
• Organisational surveys
• Climate and pulse surveys
• Complete performance management systems

The range of performance profiling tools available at HRworkbench can be used as an input of the following processes:

• Selection
• Career Planning
• Succession Planning
• Performance Management
• Development
• Development planning
• Organisational Change processes

Best practice for performance profiling varies on the instrument being used.

HRworkbench recommends that performance profiling tools are not used in isolation, but as an integrated process targeting a specific workplace improvement outcome.

Performance profiling should NEVER be used as a process for identification of staff to be retrenched or demoted. Use in this manner will create distrust of the process and marginalise any profiling that may be used for development purposes at a later date.

Balanced Scorecard
Performance Appraisal
Performance Management