Performance Management

Automated, comparable & integrated


One of the key learnings from “Kirkpatrick’s Four Levels of Training Evaluation”, the de-facto global standard of measuring training effectiveness, including performance management, is that training only becomes valuable to an organisation if the training is actually applied on the job with measurable improvement of results.

Most LMSs measure only the learner reaction (level 1) and learning results (level 2). Changes in learner behaviour effected by training (level 3) and results such as return on expectations (level 4) are seldomly measured due to the complexity of this environment. The most value is however gained by measuring Kirkpatrick Level 3 items, whereby studies have shown that only 15% of all learners manage to apply what they had learned during training!

The KMS aims to provide tools to help measure Kirkpatrick Level 3 items via the Performance Management Entity (PERMANENT), which may be used to track, develop and audit performance of individual staff members, groups and departments as well as other environments that require ongoing performance tracking and development.


Facilitator example


Before performance can be measured it is necessary to define a set of indicators – this set of indicators is known as a “Performance Indicator Definition Set” (PIDS). Each PIDS is created as one of two different types, depending on the measuring objectives. PIDS deployment is effected via a Single Person or Dual Party Workflow:


Once a PIDS has been created, it may be used to create any number of ”Performance Indicator Measurement Sets” (PIMS). A PIMS is always associated with a single staff member and if multiple staff members are evaluated on the same PIDS, then multiple PIMS will be created to hold the individual data.

The PIMS is rolled out either on-demand or via scheduled and/or repeated intervals and includes various scoring metrics, including numeric, weighting etc. The KMS handles not only scheduling but also notification alerts and warnings. 

Once completed, and considering that moderation has been concluded (if requested), the results are expressed in a percentage to ensure comparability from which detailed reports can be generated.

As an example, the employee below is receiving three different PIMS: one for a performance review, a quality audit as well as post-training appraisal.

Performance management type: PIMS

If multiple staff members are to be subjected to the same PIDS, then multiple PIMS will be created to hold the individual data.
As an example, each employee below is receiving the same performance review PIMS.

Performance management type: PIMS