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Typically performance management is carried out as either an annual event, or a series of activities that constitute a cycle or a process. However, there is immense value in viewing performance management from a systems perspective. At a high level, performance management is not merely a pervasive activity monitored closely by Human Resources but a dynamic business feedback system that has a strong impact on every other talent management initiative including talent recruitment & selection, career development, learning, and succession planning. It therefore should be the essence of strategy execution for any organization.
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Performance ManagementAn Event, a Process, or a System?
Sandhya Johnson Professional Services
Agenda
1. Defining Performance Management2. Process and System Models of Performance
Management3. Features and Benefits of Best-in-Class
Performance Management 4. Utilizing a Unified Talent Management
System5. Best Practice Recommendations for
Performance Management Technology Implementation
What is Performance Management ?
Range of activities engaged in by organizations to enhance the performance of individuals and teams, with the ultimate purpose of improving organizational effectiveness
A set of ongoing, integrated activities that move beyond isolated performance appraisals to strategically measure, manage and develop human performance within the context of organizational strategy and goals
Is Performance Management An Event, Process
or System?
Difference between Event, Process, and System
Event Process System
Something (especially something important or notable) that happens
A planned occasion or activity
A series of activities directed at the achievement of a goal
A collection of activities that takes one or more inputs and creates an output that is of value to the customer
A set of interrelated and interacting processes that work together for the overall objective of the whole
Combination of parts forming a complex or unitary whole
What Should Performance Management Look Like?
Event Process System
An Annual Performance Appraisal / Evaluation Form
A Process by which a manager examines / evaluates an employee’s contributions as well as work behaviors and provides feedback
Includes: (a) communication of organizational goals and objectives, (b) tracking and evaluating individual and team performance results, (c) coaching and development of employees
7
Performance Management as an Annual Appraisal Process
Employee Self
Assessment
Performance Discussion
Manager Assessment
Performance Rating
8
Performance Management as an integral part of Talent Management System
Performance Management
Career Development
Learning Management
Succession Planning
9
Features of a Best-in-Class Performance Management System
10
Alignment and Strategic Congruence
11
Accountability and Execution
12
Accuracy and Thoroughness
13
Accomplishments and Development
14
Automation and Standardization
15
Acceptability and Fairness
16
Analytics and Reporting
17
Performance Management Serves 5 Important Purposes
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It reinforces behaviors consistent with the attainment of organizational goals
1
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It allows employees to be informed about how well they are doing, and to receive
information on specific areas that may need improvement
2
20
It includes feedback, which allows managers to coach employees and help them improve
performance on an ongoing basis
3
A+B+ A-
21
It is a source of valid information for making decisions about employees - promotions,
recognition of superior performance, identification of poor performance, etc.
4
22
It yields talent intelligence that can be used in selection, workforce planning and assessing
future talent needs
5
23
Unified Talent Management Technology
Mission Statement
CustomerLoyalty
Product
People
ProcessPrice
Partners
Our expert team will partner with customers worldwide to
provide technology, professional expertise, and exceptional
support services, enabling them to effectively and affordably
attract, develop, and retain the best talent.
effectively affordablyattract develop retain
best talent
Global Presence
1,400+ Clients100 - 250K Employees>30 Countries>28 Languages
Sample Clients
Healthcare
Construction
Hospitality
Education
Retail
Government
Manufacturing
Non Profit
Technology
Energy/Utility
Financial
Services
Unified Solution
Career Development & Succession Planning
Employee Performance Learning Management
Applicant Tracking
UNIFIED
Unified and Actionable Dashboard
Performance Management
Total Talent Profile
360 Appraisals
Goal Sharing
Multiple Workflows
Calendar & Anniversary Based
Scheduling
30
Best Practice Recommendations for Performance Management Technology Implementation
31
Determine the extent to which the current process differs across functions, locations / regions and
organizational levels
32
Create and agree on a clear performance management process and content (i.e. job profiles, KPIs, competencies, goals weighting, rating scale,
process map, etc.)
33
Prepare a requirements document that outlines required functionality prior to engaging with
technology vendors
34
Consider the solution implementation as a large scale change management initiative and utilize change management strategies to increase user
readiness for change
35
Develop a long-term implementation plan for a Unified talent management solution so optimal
results can be achieved
36
Questions?
Sandhya JohnsonProfessional Services
sjohnson@hrsmart.com
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