Effective Performance Management Facilitation
상담 신청
Performance Management Facilitation Service (Comprehensive Performance Management Process Facilitation for Managers)
Today's Executive Challenge
- Organizations need to move beyond simply conducting evaluations well and transform into organizations that continuously generate performance.
- Performance is the result of a system, and routine-based operation reflects the absence of strategy.
- However, many managers still regard performance management as short-term performance appraisal and do not recognize it as a continuous operating process that must function with precision.
- Organizations need to move beyond simply conducting evaluations well and transform into organizations that continuously generate performance.
- Performance is the result of a system, and routine-based operation reflects the absence of strategy.
- However, many managers still regard performance management as short-term performance appraisal and do not recognize it as a continuous operating process that must function with precision.
Executive Insight
- It is a critical error not to manage performance as a routine process and not to use it as the best opportunity for future-oriented growth.
- Performance management is about Alignment, Process Management, and Coaching & Growth.
- Therefore, organizations need a different, proactive, and strategic “Strategic Performance Process Management” approach.
- It is a critical error not to manage performance as a routine process and not to use it as the best opportunity for future-oriented growth.
- Performance management is about Alignment, Process Management, and Coaching & Growth.
- Therefore, organizations need a different, proactive, and strategic “Strategic Performance Process Management” approach.
I. . What Service Is Provided | What Service
ㆍExecutive Summary
- Many companies operate performance management systems. However, many organizations still perceive performance management merely as a year-end evaluation (Event).
- Today’s performance management is not simply a system for determining appraisal ratings; it is the most important management process for connecting organizational strategy to employees’ execution.
- In particular, as uncertainty in the business environment increases and competition for talent intensifies, companies can no longer maintain competitiveness merely by hiring excellent talent. The new role of performance management is to continuously develop the capabilities of existing employees and enhance execution across the entire organization.
- KangNam Labor Law Firm’s Performance Management Facilitation Service goes beyond supporting the operation of performance appraisal systems. It is a strategic HR Consulting Service that aligns organizational strategy with individual goals (Alignment), strengthens managers’ performance coaching capabilities, and helps establish a stable performance management culture within the organization.
ㆍCommon Corporate Pain Points
Management Concerns in Practice vs. Impact on the Organization
ㆍGoals are not connected to company strategy: Departmental directions diverge and execution declines.
ㆍAppraisal standards differ by manager: Distrust of appraisal fairness increases.
ㆍFeedback is provided only at year-end, or not provided at all or delivered one-sidedly: Opportunities for performance improvement and growth are lost.
ㆍPerformance management focuses on appraisal and compensation: Employee growth and motivation weaken.
ㆍCalibration Meetings are absent or operated only as a formality: It becomes difficult to identify and develop high-potential talent.
1-1. Consulting Scope
ㆍPerformance management diagnosis: Diagnosis of the current performance management system, operating level, and organizational culture
ㆍPerformance management process design: Design of a process reflecting the current performance management system, operating level, and organizational culture
ㆍManager capability enhancement: Establishment of goal-setting (MBO, KPI, OKR), mid-term review, appraisal, and feedback systems
ㆍPerformance review meeting support: Appraisal interview scenarios and Calibration Meeting Facilitation
ㆍPerformance improvement support: Direction-setting and coaching support for managing underperforming employees
ㆍSystem institutionalization: Operational monitoring and proposals for improvement tasks
II. How the Service Is Delivered | How to Deliver
For performance management, proper field-level operation is more important than simply building the system.
Based on practical organizational management experience, KangNam Labor Law Firm supports the entire project process so that managers and employees can naturally participate in a performance management culture.
Project Implementation Process
2-1. Detailed Implementation Method
2-2. Preliminary Preparation
2-3. Key Operating Focus Points
ㆍOperate performance management as a management process (Process), not as an appraisal event (Event).
ㆍDesign with Alignment between organizational strategy and individual goals as the top priority.
ㆍStrengthen managers’ Coaching Conversation capabilities.
ㆍBuild a feedback culture focused on development (Development) rather than appraisal.
ㆍSecure fairness and consistency in appraisal through Calibration Meetings.
ㆍLink performance management and talent development (Talent Development) as one integrated process.
III. What Benefits Are Provided to the Client | Client Benefits
Why Choose KangNam Labor Law Firm?
ㆍWe provide differentiated consulting that understands both global HR best practices and Korean labor law. Practical HR Solutions are directly designed by Dr. Junki Han, a former CHRO of Korean and Fortune Global companies.
ㆍBased on the practical experience of an expert who served as an HR Executive at Fortune Global companies, we support the transformation of performance management from mere “appraisal” into a management process that strengthens organizational execution and leadership.
ㆍDrawing on diverse HR project experience with foreign-invested companies and Korean companies, we provide customized solutions that balance Korean corporate culture and global standards.
ㆍFrom system design to manager training, execution support, coaching, and post-implementation stabilization, we provide One-Stop Service so that the performance management system can take root in the organization.
ㆍThis is accompanied by the support of a labor law firm specializing in foreign-invested companies and its accumulated know-how in labor risk management.
ㆍIt is supported by Global HR Consulting capabilities that enable projects to be conducted in both Korean and English.
자주 묻는 질문
Q8
How does KangNam Labor Law Firm differentiate itself from general HR consulting firms or conventional labor advisory services?
A Seamless Integration of Labor Law and Human Resources
General HR consulting firms often lack strong labor and employment law capabilities, while conventional labor consultants may have limitations in designing and delivering management-oriented, globally benchmarked HR strategies.
KangNam Labor Law Firm provides a distinctive and integrated solution that combines its robust labor law expertise and dispute-prevention capabilities with the practical HR strategy experience of Dr. Junki Han, a former CHRO and senior HR executive at leading global companies, including Microsoft, eBay, and Cigna, a major U.S. financial and insurance group.
This combination enables us to provide clients with both legal risk protection and practical, business-oriented HR solutions through a single advisory platform.
A Balance Between Theory and Practice
Dr. Junki Han, Senior Advisor, holds a doctoral degree in Human Resources and Organization Management and also serves as a professor specializing in practical management education.
Through direct one-on-one counseling, business coaching, and a range of tailored strategic options, he provides practical solutions designed to improve implementation and produce tangible results in the workplace.
General HR consulting firms often lack strong labor and employment law capabilities, while conventional labor consultants may have limitations in designing and delivering management-oriented, globally benchmarked HR strategies.
KangNam Labor Law Firm provides a distinctive and integrated solution that combines its robust labor law expertise and dispute-prevention capabilities with the practical HR strategy experience of Dr. Junki Han, a former CHRO and senior HR executive at leading global companies, including Microsoft, eBay, and Cigna, a major U.S. financial and insurance group.
This combination enables us to provide clients with both legal risk protection and practical, business-oriented HR solutions through a single advisory platform.
A Balance Between Theory and Practice
Dr. Junki Han, Senior Advisor, holds a doctoral degree in Human Resources and Organization Management and also serves as a professor specializing in practical management education.
Through direct one-on-one counseling, business coaching, and a range of tailored strategic options, he provides practical solutions designed to improve implementation and produce tangible results in the workplace.
Q7
How are consulting fees determined?
Consulting fees are calculated reasonably and transparently based on the project scope, the time required, the number of participants, and the frequency and duration of the engagement.
Following the preliminary assessment meeting, we provide a customized quotation tailored to the client’s budget and specific needs, with the aim of delivering the best possible value for the investment.
Following the preliminary assessment meeting, we provide a customized quotation tailored to the client’s budget and specific needs, with the aim of delivering the best possible value for the investment.
Q6
What specifically does the “Virtual CHRO Advisory Service” provide?
This service is a hybrid, in-depth HR and organizational consulting solution that combines online and offline support with CEO business partnering and targeted coaching. It is designed for SMEs, venture companies, and foreign-invested companies that may find it difficult to maintain an independent HR department or employ a senior-level Chief Learning Officer (CLO) on a full-time basis.
At a reasonable cost, we operate as an extension of the client’s internal learning and development team by continuously planning and implementing initiatives such as annual learning master plans aligned with business strategy, core competency modeling, leadership training for team leaders and executives, and organizational culture development sessions.
For foreign-invested companies, workshops and lectures may also be delivered entirely in English by a consultant with native-level English proficiency.
At a reasonable cost, we operate as an extension of the client’s internal learning and development team by continuously planning and implementing initiatives such as annual learning master plans aligned with business strategy, core competency modeling, leadership training for team leaders and executives, and organizational culture development sessions.
For foreign-invested companies, workshops and lectures may also be delivered entirely in English by a consultant with native-level English proficiency.
Q5
What is the process for engaging the consulting service?
The consulting engagement follows a prompt and clearly structured four-step process:
1. Consultation Request
Submit the HR or labor-related issue currently facing your organization through our website or by telephone.
2. Preliminary Assessment
Participate in a one-on-one meeting with Dr. Junki Han, Senior Advisor at KangNam Labor Law Firm, to identify the organization’s specific needs and assess potential risks.
3. Customized Proposal
Receive a tailored proposal outlining the recommended curriculum, project schedule, and scope of advisory services.
4. Contract and Implementation
Following final coordination, the parties execute the consulting agreement, and the consulting or coaching project begins immediately.
1. Consultation Request
Submit the HR or labor-related issue currently facing your organization through our website or by telephone.
2. Preliminary Assessment
Participate in a one-on-one meeting with Dr. Junki Han, Senior Advisor at KangNam Labor Law Firm, to identify the organization’s specific needs and assess potential risks.
3. Customized Proposal
Receive a tailored proposal outlining the recommended curriculum, project schedule, and scope of advisory services.
4. Contract and Implementation
Following final coordination, the parties execute the consulting agreement, and the consulting or coaching project begins immediately.
Q4
Is there a specific sequence for the six services? Can each service be selected and engaged separately?
Yes. Each service may be selected and engaged separately.
Although the six services are organically interconnected, clients may choose only the programs they require, depending on their circumstances, priorities, and level of urgency. The services are therefore provided on a customized, modular basis.
For example, a company may first address an urgent issue involving a Performance Improvement Plan (PIP) or restructuring communications. Thereafter, the company may use the Virtual CHRO service to support organizational stabilization and post-project management, while gradually expanding the engagement into other necessary HR and organizational development consulting services.
Although the six services are organically interconnected, clients may choose only the programs they require, depending on their circumstances, priorities, and level of urgency. The services are therefore provided on a customized, modular basis.
For example, a company may first address an urgent issue involving a Performance Improvement Plan (PIP) or restructuring communications. Thereafter, the company may use the Virtual CHRO service to support organizational stabilization and post-project management, while gradually expanding the engagement into other necessary HR and organizational development consulting services.
Q3
How is the consulting service primarily conducted?
The consulting service is delivered through a practical, solution-oriented approach grounded in each client’s specific needs. We avoid traditional projects centered primarily on lectures or standardized reports.
Based on a thorough preliminary assessment, the engagement is conducted through a hybrid model tailored to the company’s current HR and organizational challenges. This model combines hands-on, one-on-one business coaching with the direct participation of working-level employees and leadership teams to achieve meaningful behavioral change. Depending on the client’s needs, the engagement may include interviews, workshop facilitation, individualized business coaching, and in-depth analytical reports.
Based on a thorough preliminary assessment, the engagement is conducted through a hybrid model tailored to the company’s current HR and organizational challenges. This model combines hands-on, one-on-one business coaching with the direct participation of working-level employees and leadership teams to achieve meaningful behavioral change. Depending on the client’s needs, the engagement may include interviews, workshop facilitation, individualized business coaching, and in-depth analytical reports.
Q2
Who are the primary target clients for this consulting service?
This consulting service is particularly suitable for:
Companies experiencing direct or indirect productivity issues, potential legal disputes, or conflicts among executives and employees in connection with performance evaluations and the management of underperforming employees
Companies that require discreet and orderly restructuring, as well as outplacement or career transition support for departing employees, due to deteriorating business conditions or business restructuring
Companies seeking to ensure the successful onboarding, early stabilization, and long-term performance of newly recruited or promoted executives
Small and medium-sized foreign-invested companies, SMEs, and venture companies that require high-quality organizational development solutions without establishing an independent HR department, appointing a full-time CHRO, or making a permanent executive-level hire
Companies experiencing direct or indirect productivity issues, potential legal disputes, or conflicts among executives and employees in connection with performance evaluations and the management of underperforming employees
Companies that require discreet and orderly restructuring, as well as outplacement or career transition support for departing employees, due to deteriorating business conditions or business restructuring
Companies seeking to ensure the successful onboarding, early stabilization, and long-term performance of newly recruited or promoted executives
Small and medium-sized foreign-invested companies, SMEs, and venture companies that require high-quality organizational development solutions without establishing an independent HR department, appointing a full-time CHRO, or making a permanent executive-level hire
Q1
What is the basic concept of the newly launched “Executive People Advisory Consulting” service, and what benefits can clients expect?
Basic Concept
This program combines the practical experience of a Chief Human Resources Officer (CHRO) at leading global companies with the labor and employment law expertise of KangNam Labor Law Firm. It provides senior executives and corporate decision-makers with highly customized expert services addressing critical HR and organizational development issues that they consistently recognize as important but often find difficult to manage effectively through internal resources alone.
The principal programs include performance management, underperformer management, corporate restructuring, career transition support, executive onboarding, and Virtual HRD. As a premium advisory service, the program provides one-stop solutions for managing key HR and organizational risks while developing effective growth strategies.
In addition to these programs, further customized services can be designed to address each client company’s specific needs and requested areas of support.
Expected Benefits
The service proactively prevents serious labor disputes and legal risks while strengthening leadership capabilities and stabilizing the organization. Through these measures, it supports sustainable improvements in corporate productivity and long-term organizational performance.
This program combines the practical experience of a Chief Human Resources Officer (CHRO) at leading global companies with the labor and employment law expertise of KangNam Labor Law Firm. It provides senior executives and corporate decision-makers with highly customized expert services addressing critical HR and organizational development issues that they consistently recognize as important but often find difficult to manage effectively through internal resources alone.
The principal programs include performance management, underperformer management, corporate restructuring, career transition support, executive onboarding, and Virtual HRD. As a premium advisory service, the program provides one-stop solutions for managing key HR and organizational risks while developing effective growth strategies.
In addition to these programs, further customized services can be designed to address each client company’s specific needs and requested areas of support.
Expected Benefits
The service proactively prevents serious labor disputes and legal risks while strengthening leadership capabilities and stabilizing the organization. Through these measures, it supports sustainable improvements in corporate productivity and long-term organizational performance.
주요 대표 사례