The document outlines Sandfil's Associate Partner Programme aimed at providing comprehensive performance management solutions to clients. It highlights the benefits for associate partners, such as easy implementation, low entry costs, and no long-term commitments, while emphasizing a performance management cycle that ensures organizational alignment with strategic objectives. Key processes include defining competencies, setting key performance indicators (KPIs), and conducting regular performance assessments.

1. SandFil Performance Management Right Talents, Right Results www.sandfil.com SandFil Associate Partner Programme Confidential - No distribution is allowed to external parties other than SandFil International resellers and partners. TM

2. To partner with SandFil International to provide complete performance management solutions to existing clients The Idea SandFil International HR Consultants Job Competency Profiling Performance Management Training Performance Management Platform Complete performance Management Solutions

3. To provide wider range of services to existing clients To increase recurring revenue To retain existing clients by providing long term solution The Benefits to Associate Partners

4. SandFil International Associate Partners - Software Setup - Competency Profiling - Software Training - Performance Management Training - 2 nd Level Support - 1 st Level Support - Pre-Sales - Sales Roles & Responsibilities

5. Easy implementation with a list of sample Job Competencies and Key Performance Indexes (KPIs) Short project timeframe Not require in-house IT team support Not require hardware and IT infrastructure investment No yearly software maintenance cost Low entry cost Renewable yearly contract and no long term commitment Our Value Proposition to Clients

6. Aligning reward to Performance , and in turn performance to strategy Performance Management is not just filling in the appraisal form but is a cycle that drives the performance of the organization as a whole. The most successful organisations have an HR department that actively supports line managers to meet the issue head on using a number of techniques The Performance Management

7. Define Core Competencies Define KRA, KPI Communicate with Employees Monitor Performance Feedback Performance Provide Coaching Record fact and details of the employee behavior Employee Self Assessment Suggest Development Plan Supervisor - Assess Employee Review KPI Review Competencies Development Plan Performance Moderation Sign Performance Result Performance Renewal / Planning Performance Execution Performance Assessment Performance Review The Cycle

8. The Process 3 Define Key Result Areas (KRA) for all Departments 4 Define Key Performance Indexes (KPI) for all Employees 2 Define Job Competency Profiles 5 Briefing to Department Head 1 Define Strategic Objectives 6 Performance Execution (monthly) 7 Employee Self Assessment (year end) 8 Managers Assess Employees (year end) 9 Performance Review & Action Plan (year end)