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Triple I HR
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Strategic Performance Management System

KPIs measure the past, but SPMS engineers the future

A performance management system that cascades organizational goals to every position — for organizations that want to identify who creates real value versus who just follows the routine.

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Three pillars

What makes SPMS different from a typical performance system

Pillar 01

Beyond Traditional KPIs

Strategic Alignment that connects metrics from organizational level down to position level, continuously.

Pillar 02

Beyond OKRs

Execution Rigor — not just goal-setting, but precise measurement and follow-through.

Pillar 03

The "One Breath" Concept

Corporate Goals → Department Targets → Individual Action Plans, flowing as a single connected motion.

Why it's hard internally

Three barriers to designing a performance system from inside

Insider Dilemma

Applying a new evaluation system to colleagues or superiors is nearly impossible.

Bias Trap

Internal teams find it hard to set fair targets when personal relationships are involved.

Comfort Zone Conflict

Employees push back as soon as the system begins measuring real, tangible outcomes.

4-Phase Methodology

Total duration 8-12 weeks — onsite mixed with online

01

Knowledge Transfer & Mindset Alignment

1 day onsite

"KPIs for Performance Management" training so executives share a common framework and expectations.

02

Corporate Goal Analysis & Action Planning

1-2 days onsite

Analyze organizational goals and build an action plan for each function.

03

Managerial KPI Framework & Evaluation Design

1-2 days onsite

Design the executive KPI framework and the annual evaluation forms.

04

Goal Cascading to Job Position

min 4 days

Cascade goals down to every position, with standardized evaluation forms across the organization.

What you get

Sample deliverables

Organizational KPIs

Company-level metrics such as net profit, revenue, turnover, time-to-fill, and cash flow, broken down by function.

Division KPIs

Department-level metrics with clear weighting.

Position KPIs + evaluation forms

Per-position metrics and evaluation forms with Grades A-E and salary adjustment percentages.

Frequently asked questions

How is SPMS different from traditional KPIs?
Traditional KPIs measure "work done." SPMS connects metrics from organizational level → function → position, so every employee understands how their work affects the company's goals.

How is SPMS different from OKRs?
OKRs are excellent for setting ambitious targets but stop at "set" without reaching "do." SPMS provides precise measurement and clear execution plans from start to finish.

Why hire an external consultant?
Internal performance management design typically runs into 3 barriers — Insider Dilemma (using a new evaluation system on peers/superiors is nearly impossible), Bias Trap (internal teams struggle to set fair targets), and Comfort Zone Conflict (employees resist systems that measure real outcomes).

How long is the project?
8-12 weeks depending on the number of positions and organizational complexity.

How much does it cost?
Project fees are calculated based on scope. Please book a free call so we can assess and propose a fee that fits.
Free Tool

Not sure whether to start with KPI or OKR?

A 7-question decision checklist for your leadership team. Printable for meetings.

Get the free checklist

Ready to install a performance system that actually works?

Book a free 30-min call.

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