Tony S.,
Bloemfontein
Procompare really streamlined our search for a performance management expert. We received six detailed proposals very quickly, which helped us make an informed decision. We can safely say we're satisfied with the service!
Bethany I.,
Cape Town
The ease of using Procompare to find a specialist in performance management was remarkable. Each quote was tailored to our needs, and the service provider we selected has excelled at enhancing our performance metrics and employee satisfaction. HIghly recommended!
Alice V.,
Durban
Procompare provided a hassle-free way to connect with skilled performance management professionals. We were pretty impressed with the service!
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During the implementation of a performance management system, you should expect the professional to conduct a thorough analysis of your current performance management practices, develop a customized performance management framework, train managers and employees on the new system, establish clear performance metrics and goals, and monitor the effectiveness of the system through regular reviews and adjustments.
The primary responsibilities include designing and implementing performance management frameworks, conducting regular performance appraisals, providing feedback and coaching to employees, developing performance improvement plans, identifying training and development needs, and ensuring alignment of performance management practices with organizational objectives.
A performance management professional can benefit your organization by developing effective performance evaluation systems, setting clear performance standards, identifying and addressing performance issues, enhancing employee productivity, and aligning individual performance with organizational goals. They also help in fostering a culture of continuous improvement and professional development.
Could you please provide me with a detailed pricelist for your HR services, as well as any packages or options you have available for companies establishing a new HR function? Specifically, I am interested in understanding how your team might assist with: Consulting and strategic HR planning HR compliance and policy development Recruitment and onboarding processes Performance management systems Employee engagement and retention programs Any available HR software or resources that could streamline HR operations If you have recommendations based on your experience with companies setting up HR departments, I would be keen to hear those as well. Thank you in advance for your time and assistance. I look forward to reviewing your offerings and discussing how we might work together.
A performance Management system for Senior Managers, middle managers and lower level A restructuring process, organizational structure and reviewed job descriptions Salary benchmark on salaries/packages for a small growing company Company competency framework Recruitment and selection system including on boarding Training and development costs management training and soft skills Personal Mastery
Good day I have always been doing everything from BEE to EE processes and WPS for my client. I however want to focus on more employee relationships that include dispute resolution, labor negotiations, and implementing employee policies. I will have to cover the EE submission for this year but need to refocus, rework my costing, and refer my clients to other consultants for their different needs. It is just becoming too much to handle The majority of my clients with whom I have been working for more than 15 years fall into two categories. I would appreciate some input and possibly refer some of my clients to other service providers Arbitration and hearings are taking up 90 percent of my time. My client falls into two groups 15-49 and 50 to just two clients have more than employees
I am looking for someone to part time mange my HR at the company of 9 employees currently, I want the HR to focus on company policies and applying them, developing the staff and look after their wellness to also benefit the company when I have a healthy work force. Enforcing and handling the employment contracts and related issues.
I'm reaching out to you today on behalf of our nonprofit organization, a dedicated sanctuary that has been serving abused and abandoned women and children for over two decades. For 21 years, we’ve stood as a beacon of hope, offering not just a safe haven and an Early Childhood Development (ECD) center, but also extending our hands to the greater community through outreach programs—feeding initiatives, clothing drives, and trauma response services. Our mission is rooted in love, resilience, and the unshakable belief that every woman and child deserves safety, dignity, and a chance at a brighter future. Right now, we’re caring for 43 precious children and courageous women, each with a story of hardship that has brought them to our doors. The need is real, and it’s urgent. It costs R to sponsor a child and a mother for just one month—covering essentials like shelter, food, education, and emotional support. Without the generosity of individuals and businesses like yours, we simply couldn’t keep going. The truth is, that we rely entirely on donations to meet these needs and continue our work in the community. Without your support, the lifeline we provide to these families could falter.
