“We built the business case around employee opinion surveys where
staff said they were not getting the performance feedback they would
like and that the system was out-dated – so the business case was
really built by staff,” she says.
“It’s cost effective – a 2% increase in performance from staff within 18 months pays for the system and we’re already seeing that.”” – Senior Manager, Organisational Development, Danielle Entwistle
When the HR team at Mercedes-Benz decided to review its process of performance management last November, they found the paper based system they were using was “not hitting the mark”
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