Insurance

• Implementation of performance management programs, tools and techniques for top management based on Balanced Scorecard.
  • Achievement of strategic goals: Monitor progress against BSC-driven objectives, such as percentage improvement in financial metrics (e.g., ROI, profit margins) and customer-related KPIs (e.g., customer retention rate, net promoter score).
  • Leadership performance improvement: Evaluated leadership effectiveness through 360-degree feedback, employee engagement surveys, and leadership development assessments.
  • Tracking the speed and efficiency with which top management adapts to changing business conditions and pivots strategies, using tools like strategy execution timelines and milestone tracking.
  • Employee satisfaction and alignment with management, measured by organizational culture surveys, employee retention, and internal mobility rates.

• Interim Project management in the areas of talent assessment and training needs analysis.
  • Talent assessments for key personnel, with reports on the skills gap analysis and recommendations for training interventions.
  • Identification of key training needs, with a detailed roadmap outlining priority areas for development and anticipated outcomes from training (e.g., skill acquisition, leadership development).
  • Improvement in employee performance metrics, such as increased productivity, higher engagement scores, and faster promotion rates post-training.
  • Post-assessment evaluations measuring employee satisfaction with the training programs, along with performance feedback from managers.

• Success measurement of personnel development programs as Sales Training Transfer.
  • Pre- and post-training sales performance comparisons: Measure improvements in individual and team sales metrics (e.g., increase in sales conversion and revenue growth).
  • Sales training transfer rate: Measure how well training skills are applied in real-world scenarios (e.g., most of employees report using training techniques on a weekly basis).
  • Employee engagement and satisfaction with training: Survey employees to assess how relevant and applicable they find the training to their daily sales roles.
  • Customer feedback: Collected data on customer satisfaction and the perceived value of interactions with sales staff, post-training.

• In-house Team building trainings.
  • Team performance improvements: Post-training metrics like increased project completion rates, higher levels of innovation, and better collaboration across teams.
  • Employee feedback and engagement: Measured the success of the team-building sessions using employee satisfaction surveys, team engagement scores, and peer evaluations.
  • Increased productivity: Measured improvements in team output, such as reduced project timelines, better task allocation, and increased revenue per employee.
  • Reduction in team conflicts: Tracking the frequency of conflicts or misunderstandings within teams before and after the training.