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Boston Consulting Group

click here. to download the full Boston Consulting Group report.

From a Boston Consulting Group article July 2012. We have condensed the report to highlight the key findings.

A survey was completed in partnership between the World Federation of People Management Association (WFPMA) and the Boston Consulting Group. The finding of the survey – Companies that are highly capable in 22 key HR topics consistently enjoyed better economic performance than those less capable. In seven topics this correlation was striking – up to 3.5 times the revenue growth and as much as 2.1 times the average profit margin.

The following are the top three areas where high performing companies make the difference.

The Top 3 Areas

Leadership Development
High perfroming companies recognise that leadership is about more than just steering the business. It’s about nurturing, energising and challenging the people who help make it run – and who keep it competitive. To sustain success, a company needs leaders who care about and develop their people and the top companies use incentives to engage leaders to people develop, making career advancement dependant in part on leaders people development efforts.

These companies have values with actionable guidelines that inspire leaders and a leadership model that guides talent selection and promotion decisions. They also make leadership planning an integral part of their people planning efforts and embed in their comprehensive strategic workforce plan.

Talent Management

Top companies define talent more broadly, nurturing diverse complementary thinkers and those with deep functional expertise, strive hard to attract internationals and mature “emerging” potentials and “high potentials”. They diversify the talent base and systematically define development requirements for high-potentials and they realise the importance of building – rather than buying talent.

High performing companies do not relegate people development to the HR function. Instead, they view their leaders as the frontline developers of talent as they are best placed to identify shape and inspire potential talent. They capitalise on a broad array of strategies, initiatives, methodologies and programs to ensure they have the talent they need now and in the future, They are also more likely to offer career advancement opportunities with clear defined career tracks and are able to offer change of work location.

These companies recognise that beyond job stability and a good salary, today’s employees seek a fulfilling work experience as well as opportunities for personal growth.

Performance Management and Rewards
High performing companies reward behaviour not just results and they emphasise feedback and open discussion as well as more frequent, often informal reviews. They clearly define performance norms and standards and adopt them enterprise wide and on a global basis and put in the systems to support this. They also link managers bonuses or other incentives with business KPI’s to ensure managers are aligned with company strategy and goals. The Performance Management System is also tied to the company’s business strategy and includes leadership objectives and talent development objectives.

To foster – and sustain – excellent employee performance, companies need to create the right incentives. Developing a culture of meritocracy is key. High perfroming companies recognise the value of fair transparent measurement and rewards systems promoting such a culture.

A performance management system that is overly complicated or obscure, however, can harm employee engagement and those who don’t clearly explain their reward system undermine workforce cohesiveness and even risk losing valuable talent.

People Management Mastery translates into economic success – and competitive advantage.

Summary by Tanya Perry (E.L Blue Pty Ltd)


E.L Blue has always provided us a strong return on investment

E.L Blue has always provided us with a strong return on investment and their Payroll Team are the best I’ve worked with to date. They look after all payroll matters and are always on top of any legislative changes which allows me to work on other priorities. I can always rely on the E.L Blue team to deliver on time and accurately.

Senior Manager
Electrical Manufacturing

E.L Blue has been a cost-effective partner

E.L Blue has been a cost-effective partner who has helped us grow our business through recruitment, HR advice and practical policies and procedures. It also helps that the team are very pragmatic and are very open when I just want to discuss potential staff related ideas.


E.L Blue manages our employee relations and Human Resources

E.L Blue manages our employee relations and Human Resources across a number of countries which has a vastly different employment rules and legislation. This results in tangible or direct contribution to our bottom line. We are now experiencing exceptional sales and double digit profit growth.

Former Managing Director

E.L Blue manages our Human Resources

As a small business owner I really don’t have any time to make sure I’m up to date with complex employment legislation. Working with E.L Blue allows me to get accurate and effective guidance over the phone when I need it most. It really does give me peace of mind knowing I can ring a team with that amount of experience at any time.

Managing Director
Luxury Fashion

E.L Blue to handle all of our Human Resources functions

Since about 2008, we engaged with E.L Blue to handle all of our Human Resources functions and in fact all of our day-to-day administration in relation to all of our employees’ issues and matters. It was only recently we reviewed E.L Blue performance and I must say we believe we have made the right decision

Managing Director

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