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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.