We provide performance consulting services to corporations. We believe the bottom line shall be significantly better with phenomenal sales growth.

1. Towards peak performance
A performance measurement approach
ABM Consult
Arriffin Mansor Kuala Lumpur
012-2786282
arriffin@gmail.com
www.abmconsult.cjb.net

2. We help clients to
• Define clear goals and strategies
• Identify and develop critical competencies
• Design proper performance systems and
processes
• Develop effective team leadership
• Empower employees for greater productivity
Towards peak performance 2

3. Our programs / interventions
• Consulting
– Identifying critical competencies
– Strategic business plans
– Installing Peak peformance framework
• Training workshops
– core performance competencies
– Performance improvement
• Team building
– A winning team with the right working plans
Towards peak performance 3

4. The Key benefits of the programs
• Improved bottom line performance
• Improved customers satisfaction
• Attaining leadership in the industry
• Promote continous improvement in
all areas
• Promoting effective team leadership
• Strategic thinking and effective
problem solving through a systemetic
thought process
• Recognising and promoting talent
Towards peak performance 4

5. Consulting Services
1. Training need analysis
2. Performance audit
3. Strategic business plans
4. Installing performance management system
Towards peak performance 5

6. Team Building – through performance
dynamics
• Clear objectives
• Identify key result areas to achieve objectives
• Choose suitable key peformance indicators
• Establish performance targets
• Communication
• Problem solving
• Effective Leadership
• Group dynamics
Towards peak performance 6

7. Performance Framework
• Smart objectives
• Key result areas
• Key Peformance Indicators
• Performance targets
A must for every job holder
Towards peak performance 7

8. Critical Gap Analysis – the immediate
solutions
• ROE chart
• KPI calculations
• Benchmarking
• Industry standards
• Internal standards
• For both performance and competency gaps
Towards peak performance 8

9. Managing people with Performance
Management
• Performance planning
• Performance measurement
• Performance appraisal and evaluation
• Rewarding performance
Towards peak performance 9

10. Vision and Strategy
Financial Customer Process L and G
Strategy- Objectives
Translation
Process Measures
Targets
Initiatives
Towards peak performance 10

11. Some Other Principles in Performance
• Quantifies the Strategies in measurable terms
• Strategy is summarized on a Strategy Map over four views of
performance (perspectives).
• Must capture a cause-effect relationship between strategic objectives
over the four perspectives on the Strategy Map.
• Critical Components include:
-objectives
- Measurements
- Targets
- Initiatives
• Everything must be linked: Goals to Objectives, Objectives to
Measurements, Measurements to Targets.
• Understand the performance chain
Towards peak performance 11

12. The Measurement Pyramid
Goal
Strategic/GPRA Goals
End-Outcomes Outcome
Performance
Measures
Longer-Term Intermediate Program
Outcomes
Program Performance Measures
Shorter-Term Program Components
Intermediate
Outcomes Program Component Performance Measures
& Outputs
Outputs Activities
& Inputs
Activity Performance Measures
Towards peak performance 12

13. ENSURE THE RIGHT KPIS BEING USED / APPLIED
• Let me suggest four possible types of KPIs:
1. Input phase
• Labour Hours
2. Process phase
• Material used per unit
3. Output Phase
• Production cost per unit.
4. Outcome phase
• Return calculation
Towards peak performance 13

14. A TOTAL PERFORMANCE APPROACH
Return on Assets (ROA)
Sales
Identifying Critical Gross Margin
$ 100.00
performance gaps $ 20.00
Net Profit Subtracted by
$ 2.00
Subtracted by $ 80.00
Net Profit Margin $ 18.00
0.02 Divided by COGS
Total Expenses
$ 100.00
Return On Assets Inventory
Sales 13
0.05 Times
Sales
$ 100.00 Added to
Current Assets
2.5 Divided by 30 $ 13.00
Asset Turnover $ 40.00 Accounts Receivable
Added to
Total Assets 10 Added to
4
Fixed Assets
Other Current Assets
14 Towards peak performance

15. Strategy Map: Capture a Cause Effect
Relationship from the Bottom Up
Stakeholder
More rapid and
Improved Returns on
accessible services
Investments
Internal Process
Economic Model Reduce Re-Activities thru Establish Web Based
Process ABC/M Self Services
& Growth
Learning
Expand Global Leadership Knowledge
Facility Reach Development Management
Investments
Facilities and Fixed IT Infrastructure
Assets Human Capital
Towards peak performance 15

16. TNA : New Skills, knowledge and Attitudes
Building competencies and retaining talent
In order for our employees to perform differently, what kind of
new Skills, Knowledge and Attitudes they need to have?
Existing Required
•Skills • Skills
•Knowledge • Knowledge
•Attitudes • Attitudes
Towards peak performance 16

17. Mapping Purpose to the Systems Model
INPUT OUTPUT ANALYSIS
C. Operational Community
Purpose - Challenging
Outcome
A. Training Community
Purpose - Checking C Performance
8. Estimate Value
A
Input Output
Process
Learning Programme 7. Changes in Practice
3. Candidates
4. Changes in Knowledge and Skills
5. Changes in Behaviour
6. Changes in Support Environment
Performance Problem B
1. Establish the Need
2. Set success Criteria B. Operational Community
Purpose - Steering
Towards peak performance 17

18. GRAPHIC ILLUSTRATION OF A
PERFORMANCE AREA
ROA as a KPI for the CEO
105%
600 200
1010%
A 500 Before 100
S 400 Ă Industry Standards
S 300 ß 1020%
E č 50
200 After
T S
100
0
0 10 20 30 40 50
PROFITS
18

19. EXAMPLE OF THE SALESMANAGER PERFORMANCE INDICATOR
Sale per ringgit Advertising
Advertising Sales/advertising
KPI2
After
Before
Before After Sales
19
19

20. EXAMPLES OF IMPROVEMENT PROGRAMS
IMPROVEMENT MODELS
MICRO - input output
MACRO - ROE Chart dimension
• Departmental strength and • Individual Strength and
weaknesses weaknesses
• Benchmark against industry • Benchmark against industry
standards standard
• Cascading the targets • Root cause analysis
• Performance improvement • Performance appraisal
metrics • Performance network
• Strategic mappings • Competency gaps
• Team buildings
Towards peak performance 20

21. 5 steps in evaluating performance impact
Step 1 – determine performance
objectives
Step 2 – accumulate input costs
Step 3 – compute realistic
key performance indicators
Step 4 – obtain the output
benefits / income
Step 5 – Calculate the ROI
Towards peak performance 21

22. CORPORATE COMPETENCE
Learning tasks - build the following
business performance models.
• Corporate Plans
• Marketing plans
• Operation plans
• Staff plans
• Financial Plans
A must for all companies
Towards peak performance 22

23. Our services - a summary
• Consulting
– Training need analysis
– Performance Audit
– Develop effective business plans
– Install the performance management system
• Seminars / Workshops
– Performance improvement – 2 day
– Business Metrics – 2 day
• Team building
– A winning, efficient and effective teams
Towards peak performance 23

24. EVERY ONE CAN BE BETTER
The End
© Arriffin 012-2786282
Kuala Lumpur, Malaysia