"People, no matter how hard they try, always struggle putting their training into practice and managers often struggle to manage performance.

"MIM Performance Manager™ is a simple to use, loop driven management package that works with your managers and staff to deliver to you the best possible results from all your learning activity, and then goes on to enable management by objectives.

"It works as a complete cycle. Your managers and staff, within the system - identify learning needs - together they work out the desired outcomes - choose an effective learning event - the learning happens - action plans are agreed - action plans are implemented - the action plans are reviewed at all the 1:1's - new learning needs are identified.

"During the process, MIM acts as a constant reminder to assist you and your managers to really focus on pursuing all action plans and objectives through to exceptional conclusions; to measurably improve performance.

"Most HR departments can help identify learning needs, can help design brilliant and appropriate learning events and your training providers can help with the action planning, but then it's largely out of your hands. That's where MIM comes in. All of that information is held in MIM, employees and managers are reminded at the right moment what they should be doing, who they should be reviewing, what their objectives are and whether those objectives are being met.

"From the start, you will be able to judge the effectiveness of all your learning activity and will be able to quantify the outcomes. You can show direct outcomes from spending money on training and much, much more learning is implemented back in the work place.

"MIM will enable you to correlate your training with productivity improvements, something that has always proved to be difficult. Once the quantifiable outcomes have been identified, increases in budgets will become easier to secure and business prosperity will become easier to ensure.

"For your managers, training is only the beginning. Once they are being prompted to review employees' progress towards agreed objectives, managing performance, or underperformance becomes straightforward."