A key value of KPMG is respect for individual. What does it mean in our everyday life? We are confident that our people play a vital role in achieving our goal – assisting our clients, investors, governments, and the public in their development and growth.
We respond to our stakeholders’ expectations by recruiting truly outstanding people and providing them with the quality of assignments, training, culture and international opportunities.
KPMG dynamic progression chart enables us to recognize both the level of personal and professional maturity and the contribution made to the success and growth of the business by members of our staff.
The world in which we work is constantly evolving and growing. That's why it is vital to our business' long-term success to give staff the opportunity to learn and grow. KPMG is a global firm, and it provides countless ways in which people can develop their career at KPMG. Every staff member will need to be proactive to spot new opportunities and decide his/her career path but whichever direction you take, you will receive a huge amount of encouragement and support.
Performance Management
Performance management implies that:
1. the company has appropriate corporate policies and procedures in place (i.e. goal setting, evaluation, etc.)
2. each staff member:
- is closely involved in planning and performance evaluation;
- takes personal responsibility for his/her performance;
- identifies and masters the most efficient operational techniques enabling the maximum contribution to the firm success;
- takes personal responsibility for career planning;
- is involved in performance evaluation in order to identify strengths and development areas.
Our "development philosophy" is simple: every person is the owner of his\her career and benefits most from the performance management process. To aid in this process, the following corporate tools have been developed and implemented:
- Dialogue;
- The 360° Degree Feedback;
- Global Skills and Behaviors;
- Career Mobility;
- Career Planning.
Dialogue process enables performance management at the company. The system was designed using up-to-date Internet technologies. Dialogue is used by all partners and staff to capture their goals, document their appraisal discussions and record overall performance ratings, therefore, service our clients effectively.
Performance management process focuses not only on what we achieve in terms of our business and financial achievement, but on how our people have achieved this through their personal demonstration of KPMG’s Global Values as well as the Global Skill and Behaviors.
Dialogue enables the firm to identify and deploy our talent effectively to service our clients, meet business challenges and enables the people to evaluate their strengths and weaknesses, fulfill career aspirations, and develop continuously. A staff member initiates the process by setting goals and planning development with the goal setting form, then monitoring his/her performance with:
- engagement/project reviews;
- interim reviews; and
- year-end reviews.
At each step, a staff member meets with the performance manager to discuss his/her performance and career plans for the future.
1. Goal Setting. The process starts with establishing KPMG global business objectives and strategy for the year. Then objectives and strategies are allocated to all management levels including local offices.
In discussion with performance manager, each staff member sets his/her own business and personal development goals, as well as his/her own career aspirations, to comply with corporate goals and specific business unit goals.
2. Engagement/Project Review. During the course of the year, when a person completes an engagement/project, he/she will receive feedback to help him/her identify both progress in development, and the areas for improvement. Such review can be carried out within one year upon engagement completion. The feedback helps a person focus on future professional development.
3. Interim Performance Review. At mid-year, each employee and his/her performance manager meet formally for an Interim Review. The Interim Review focuses on progress toward individual business goals and on his/her development, as well as assigning an interim performance rating.
4. Year-End Performance Review. At the end of the year, a staff member and his/her performance manager review:
- performance and results for the year incorporating feedback from engagement/project reviews;
- progress in achieving business goals as well as personal development goals set at the beginning of the year;
- how he/she achieved the results by noting the values demonstrated during the year;
- personal development progress in each of the firm's core competencies.
Dialogue brings all of these elements, i.e. planning, goal setting, performance review, providing feedback, together in one process. If a person sets specific goals in respect of personal development and career aspirations, Dialogue will help monitor the progress and obtain feedback on a regular basis.
The 360° Degree Feedback is a process in which your superiors, peers and subordinates offer constructive feedback on your performance in relation to KPMG Global Values. One of the most difficult things in life is to see yourself as other people see you, and unbiased feedback of one’s strengths and weaknesses, positive and negative personal characteristics is a pre-requisite for successful both personal and professional development. The 360° Degree Feedback will ensure that you have a clear picture of where you stand, as seen by people who work closely with you. Ultimately the feedback will resume in further development and improved performance.
Normally, 360° Degree Feedback is provided once in every 2 years. The results of the 360° Degree Feedback are supposed to be discussed with Performance Manager in the framework of the Year End Review and Dialogue Goals Setting.
Global Skills and Behaviors are the day-to-day demonstration of our values and are the key to the success of the organization in the context of the KPMG Way. The KPMG Way sets out KPMG’s vision, strategy and values, which define who we are, what we do, and how we do it.
The importance of the Global Skills and Behaviors in KPMG are reinforced through their use in:
- recruitment processes
- the design and presentation of training courses
- assessment and development centers
- the 360° Feedback tool
- goal setting
- development and career planning
- conducting engagement reviews
- reviewing performance during interim and year end reviews
- giving and receiving feedback.
Career Mobility. Change extends your horizons. It gives you a fresh perspective and the opportunity to learn from others. That's why we make it easy for our staff to move around at KPMG — both between member firms and different functions.
Through KPMG's Global Mobility program, global opportunities are made available, in which qualified partners and practitioners can take on international assignments on:
- short term projects of three to six months;
- long term projects of one to three years;
- a permanent employment implying permanent move.
The firm gives its employees all the help they need to adjust to their new roles, from help with relocation costs to mentoring support. This allows a person to get the most out of his/her new experience, whether that means working with different types of clients, learning about a new industry or simply settling into a new culture and way of life.
Cross-Functional Opportunities. Career mobility at KPMG is not just about working abroad. We recognize that moving to another department down the corridor can be just as beneficial as moving to another country. A staff member can get new knowledge, skills, and additional opportunities for career development. For example, after a few years in Audit, a professional may choose to join one of our fast-growing Advisory teams. He/she may also find himself/herself working on a cross-functional team to develop a good understanding of what colleagues in other parts of KPMG do and decide if a move would be right for him/her.
KPMG's rotational assignment and global mobility programs are designed to optimally expose our partners and professionals to different working methods, client environments and even cultures. Whatever your motivations, you can rest assure that KPMG will try to find a fit to help advance your professional career development.
Career Planning. By taking control of career development, a staff member is taking responsibility for achieving his/her goals and professional development.
Career planning starts with where you are now, your current role/position. In discussions with the Performance Manager, a staff member sets his/her career goals, indentifies available career opportunities. Progress in achieving personal development goals is an integral part of performance evaluation process and goal setting for the year.
KPMG has appropriate guidance in place which provides its staff with knowledge of various aspects of career planning.