Module Concept

What are Electronic Modules?

Sacher Associates Electronic Modules are downloadable PDFs which teach you how to implement various performance management systems.  Written by training and development specialists, they are learner-directed, self-paced modules with application exercises to test understanding.

Each electronic module explains the concept (written in plain, easy to follow English), and provides “how-to” tools to implement the concept. Modules contain examples, summaries, checklists, glossaries and quality standards. The core system modules also have workbook exercises at the end of the module to check your understanding and apply the concepts.

How does our Electronic Modular System Work?

All our Performance Management Systems are made up of various combinations of what we term the basic components of team performance:

  • A unified sense of direction
  • Strategy or long-term goals
  • Outputs and performance measures
  • Targets
  • Performance feedback
  • Training (skills/knowledge)
  • Reward systems
  • Structure and job design
  • Communication, and
  • Systems and processes.

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So different combinations of these basic components of team performance, combine to form the following performance management systems:

To build a business planning system, for example, you will need a unified sense of direction, strategy, outputs, measures and targets etc. To build a target setting system, you will need outputs, measures and targets.

The table below shows how the modules combine to build up the various systems. Systems are colour-coded. The modules are listed in yellow shading. If the particular module forms part of the system, it is shaded in the colour of the system For example, Unified sense of direction forms part of the Business Planning System (pale green), but not part of the Performance Management System (pale blue).

TOTAL SYSTEM (across)

Business Planning System

Performance Management/

Measurement System

Performance-linked Communication/

Feedback System

Success though Team Performance System

Target Setting System

Balanced Scorecard

Strategic Alignment System

Rewarding Performance System

Performance-linked Learning System

MODULES (down)

Preparatory Modules

Introduction

Big Picture

System Introduction

The Planning System

Why develop performance measures?

Why Performance-linked Communication is important

Why develop teams?

The Planning System

The Planning System

Core System Modules

Unified Sense of Direction

Environmental Analysis

Strategy Formulation

Total Stakeholder Satisfaction

Role Clarification

Outputs and Performance Measures

Targets

Resource Requirements and Action Planning

Balanced Scorecard

Performance-linked Communication/ Feedback Systems

Financial Plans

Evaluation

Performance-linked Learning

Team-based Organisation Structures

Rewarding Performance

PLC System Infrastructure

Effective delivery of performance feedback

Implement-ation Modules

Implementation: Guidelines and Pitfalls

Case Studies/Examples

We are offering you the option of purchasing the whole performance system (which includes all the modules making up that system) OR purchasing any single module.

This is valuable for two reasons:

1. You have quantity choices which will save you money

For example, if you want to learn how to implement a business planning system, then you can purchase the whole business planning system. But if you want to learn how to implement a unified sense of direction, which is only one module in the business planning system, then you can purchase just that module alone. It’s like buying one chapter, and not the whole book.

Modules are very good value for money - ranging from $10 per module to $20 per module plus GST.

Total systems cost $90 plus GST.

2. Our systems are integrated into one holistic framework

So if you are implementing several performance management systems, you can use the same modules which can be used in different systems (see table). This will save you money AND you will have ONE integrated performance management framework. This point is very important for OD or HR specialists who are trying to implement several systems. Use this framework and you and your people will understand the interconnections and inter-correlations between all the systems. Its simplicity is its finest feature (although difficult to explain!).

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