Performance management & career path

Navigating Performance Management for a Bright Career Path

What challenge(s) do our clients face?

irrespective of the sector, nurturing the growth and potential of employees is an essential prerequisite for maintaining an organization’s strategic objectives.

Our experts at BMCS India is ensuring the growth of an organization is intrinsically linked to the advancement of its workforce, yet many companies struggle to establish a solid framework for fostering this connection or implementing tangible measures to support this objective.

To tackle performance management career path challenge effectively, we advocate for two crucial actions: (i) the implementation of management systems that ensure professionals are assessed and incentivized in alignment with the company’s strategy, and (ii) fostering transparent communication channels to provide employees with a clear understanding of their career prospects and growth opportunities within the organization.

(i) Maintaining a motivated and evolving workforce while enhancing organizational outcomes necessitates a perpetual process of performance management. This process aims to harmonize individual performance with the organization’s strategy and culture, thereby fostering employee development and driving overall improvement.

One of the best ways to get people to follow the business strategy and goals and the needs of the leadership process is to evaluate them in a way that suits them.

A performance management system is an appropriate method of evaluation that provides greater fairness in selection for promotion, salary increases or incentives, development or promotion; it also has a positive effect on job retention.

(ii)A career path is a framework that defines the path to work in an organization based on the structure of the organization and defines the necessary skills and their impact on various career paths. job/degree.

To stay motivated and engaged, professionals need to have a clear idea of ​​what their career options are and evolve to recognize them in addition to a well-done management process. Companies and their leaders must be prepared to provide the necessary support for this development to retain employees and motivate them to succeed.

With the development of the job market, digitalization and advancement in organizations, career options are also evolving and can differentiate vertically outward and in many specific ways. This approach affects the skills and knowledge people need, making it harder to find and retain professionals.


How do we help?

We support our clients in creating their business management processes and business processes according to the culture, strategy and development of the organization, including the best business.

Performance Management:

  • Define performance goals based on culture and strategy

  • Define performance goals, KPIs (per name and person), and weights based on the ideas and goals of the organization

  • Define evaluation standards and performance management (process, cycle, system).

  • Training and preparation of managers and organizations for new performance management systems

  • Integration of performance management and results with processes such as remuneration systems, career paths, and development plans.

  • Support for management functions for the first time

Career Paths:

  • Identify job opportunities that meet business and cultural needs

  • Identify job opportunities that describe the types of employees the company wants to attract

  • Job position and results through standards, practices and procedures (eg. performance standards, performance management, Career Path)

  • Communicate with all internal and external stakeholders plan


What are the benefits?

  • Employee development and performance because expertise is integrated with the organization’s goals
  • Satisfaction with performance appraisals because of fairness and clarity in discussion, evaluation, and analysis of construction projects
  • Increase talent attractiveness and retention, enable collaboration
  • Develop appropriate culture. through daily work
  • Tools for managers are more effective trainers, can lead better employees and improve team performance.




The rapid growth of family businesses in Brazil’s healthcare system is poised to expand in the country, including the start of an IPO. But the company’s culture and values ​​are inconsistent, and the company needs to strengthen its lines by establishing traditions and human control to support its expansion plan.



Integration with leadership based on culture testing and innovation supports the definition of performance measurement standards and provides the link between actions, business and behavior (“how the company exists”).

Working with Directors and Management and the Expert Group, we have developed a new measurement tool in effective and engaging methods across the organization.



By developing and communicating a leader culture, we are able to create a sense of identity for employees at all levels. This, together with performance measurement tools, raises professionals’ awareness of desirable behaviours, increases interest in performance measurement, and better sets goals for natural development.

With clearly defined roles and responsibilities, the organization can also benefit from improved collaboration between teams and individuals and can continue to grow rapidly, considered success in the Stock Exchange.

BMCS India BMCS India BMCS India BMCS India


BMCS India
BMCS India

Dhruv Patel is an engagement manager at BMCS and has been working since 2019 in the Argentinean office in the Supply Chain Practice.

Dhruv Patel

BMCS India

Aarush Gandhi is a Manager at BMCSwith significant experience in Supply Chain and Implementation having worked across both of BMCS practices.

Aarush Gandhi

BMCS India

Nikhil Singh is a Director at BMCS and has been working since July 2011 in the practice of Marketing & Sales. Prior to BMCS, Jonathan was an Analyst

Nikhil Singh

BMCS India

Keshav is a Manager in the Marketing & Sales practice. Originally from Columbia, Luis is an entrepreneur at heart, and has worked in several start-ups in Colombia, receiving his MBA

Keshav Sinha

BMCS India

Chaitanya Varma is a Financial Controller at BMCS and has been part of the Finance area since January 2011. Her experience includes financial analysis.

Chaitanya Varma

BMCS India

Rishi Sinha is a Specialist on Supply Chain Strategy at BMCS, working since 2010 at the firm. He has over 20 years of experience in Supply Chain collaborating with companies

Rishi Sinha

BMCS India

Knish is a Managing Partner and has overseen the Mexico City office since 2008. Prior to BMCS, Gerard accumulated 25 years of experience in executive positions at L’Oréal

Knish Raj

BMCS India

Rajbir is a senior manager I within the Implementation practice at BMCS, and has been part of the team since July 2011. His experience includes leading transformational projects.

Rajbir Kapoor