• Real Work. Real Results.

    Perform delivers — with context, challenge, and measurable outcomes. Discover how our tailored solutions foster sustainable growth and drive innovation.

  • Case Study 01 . Transportation · UAE Semi-Government

    One Performance System.
    2,500 Employees. 40 Locations.

    A semi-government transport and maintenance authority in the UAE had no unified competency language, no digital performance infrastructure, and unaddressed succession risk across 9 divisions.

    What Perform Did

    • Designed a competency framework for 130 unique roles across 9 divisions in 3 months
    • Implemented Oracle Fusion — goal setting, mid-year review, year-end evaluation
    • Built succession plans for 40 critical leadership roles
    • Led a values communication programme across all 40 UAE locations

    130

    Roles covered in a single framework

    40

    Critical roles with succession coverage

    3 mo

    Full deliver from design to deployment

  • Case Study 02 . Family Holding Group · KSA

    Group Strategy to Subsidiary KPIs.
    Across 4 Sectors.

    A Saudi family holding group with subsidiaries in real estate, construction, trading, and services. Each entity operated independently with no link to group-level strategy.

    What Perform Did

    • Facilitated a structured strategy session with the Group Chief, Board, and subsidiary heads
    • Defined group strategic pillars for 2025
    • Cascaded into subsidiary objectives, departmental plans, and role-level KPIs
    • Assigned explicit ownership and defined success criteria at every level

    4

    Sectors aligned to one group strategy

    100%

    Subsidiaries with owned KPIs

    1

    Unified framework from Group to role

  • Case Study 03 . FMCG · Bahrain & KSA

    100 Roles. 13 Divisions. 2 Countries.
    8 Weeks.

    A global dairy company managing Arla, Lurpak, Dano, and Puck across Bahrain and Saudi Arabia. No competency framework. No objective basis for talent decisions. No visibility into who their high-potential employees were.

    What Perform Did

    • Built a full competency framework across 100 roles, 13 divisions, 5 product lines
    • Integrated the framework into Lumofy — enabling live assessment and talent segmentation
    • Built the assessment infrastructure to differentiate high and low-potential talent
    • Enabled hiring, mobility, and succession planning across two countries

    8 wk

    Framework to live platform deployment

    100

    Roles covered across 2 countries

    Live

    Talent intelligence drives all people decision

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