Performance & Rewards Management

Performance management is one of the fastest-changing HR areas. While the fundamental need — ensuring strategy is communicated and executed from the enterprise level down to units and individuals — remains unchanged, companies are moving away from annual cycles with fixed goals and accountabilities.

• Redesigning performance processes that connect goal-setting, evaluation, and feedback
• Transitioning to continuous performance management and OKR-based systems
• Building fair, transparent evaluation systems grounded in performance data
• Redefining manager and employee roles and strengthening performance coaching capability

We define the competencies needed to execute strategy and build tiered competency frameworks by job and level, designing an integrated system that manages everything from assessment to development.

• Defining core competencies by organization and job and building competency models
• Building competency-based hiring, evaluation, development, and placement systems
• Developing competency diagnostic tools and operating assessment frameworks
• Establishing competency development roadmaps linked to talent development

We align individual growth paths with organizational needs to establish career-development frameworks where employees can proactively design and advance their own careers.

• Designing Career Paths by job and level
• Analyzing individual competency gaps and establishing tailored development plans
• Designing career-development programs such as internal job postings and rotations
• Building career-counseling frameworks and mentoring programs

Our goal is that the mindset and skills acquired in training translate into the workplace and substantively change how people work. HCG develops training strategies aligned with business strategy and talent development policies, and delivers hands-on training frameworks.

• Building development strategies based on competency-gap analysis
• Designing and developing Tailored Programs
• Establishing Corporate Universities and their operating frameworks
• Designing programs to accelerate Learning Transfer

Rewards systems that define organizational and individual success — and share its outcomes — are a core HR component. Use HCG's approach, differentiated by talent market, to build a more integrated, balanced rewards system.

• Designing integrated rewards strategies spanning pay, benefits, and non-monetary rewards
• Analyzing market competitiveness and establishing rewards positioning
• Designing performance-linked variable pay and incentive systems
• Building fair rewards systems grounded in job value

We design executive compensation systems that link executive performance with rewards to drive long-term enterprise value, including rewards governance tied to board operations and corporate governance.

• Designing performance-linked executive compensation systems
• Designing Long-Term Incentives (LTI) and equity-based compensation structures
• Establishing board-reporting and compensation-committee operating standards
• Building executive performance contracts and evaluation systems

We build global HR operating frameworks to support overseas expansion and design the policies and systems that support the full expatriate lifecycle from deployment through repatriation.

• Designing HR policies and systems for overseas subsidiaries
• Establishing expatriate assignment, compensation, and benefits policies
• Building global talent operating frameworks and localization strategies
• Standardizing global HR and building governance frameworks