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Employee Engagement Best Practices:Creating a Learning & Coaching Culture
BullseyeEvaluation is aP di Shift i F ilit ti
g g g
Paradigm Shift in Facilitating Employee Engagement
for Corporate Performance
Engagement Drives Performance
Creates a Cycle of ProductiveCommunications
F ili C hi & M i Facilitates Coaching & Mentoring
Effective Talent ManagementCreates Business Strategy ExecutionCreates Business Strategy Execution
Delivers KPI improvements
Adeel Zaidi, Founder & PresidentBullseye Evaluation, LLC
Terry StockhamHuman Capital Strategist (HCS) + Senior Professional in Human Resources (SPHR) + Global
Charles Bedard Charles has extensive
Adeel has a B.S. degree in IndustrialEngineering and a MBA degree in Industrial Management. He is an experienced P&L manager in manufacturing and healthcare
( )Remuneration Professional (GRP) + International Human Resource Management Certificate
Accomplished executive leader with an extensive portfolio of success directing human capital
knowledge oftechnology and outsourcing options for today’s business.
Mr Bedard serves as amanufacturing and healthcare operations.
Adeel has utilized his executive experience in the development of a corporate communication system — the Bullseye
portfolio of success directing human capital and organizational development for major global corporations such as Pepsi-Cola and Coca-Cola.
Credentials include:
Mr. Bedard serves as a Strategic Advisor, Chief Strategy Officer, and Global Strategist to B2B technology and outsourcing providers.
communication system the Bullseye Evaluation Performance Management System & KPI Dashboards — that promotes a culture of coaching and mentoring. This approach to employee performance management and evaluation is
Credentials include:> Established the Human Capital Institute in the former Soviet Union, set up the organization infrastructure.
> Advised 25 of the top 100 Russian
Previously, Charles served as a Director for multiple fast-growth companies in BPO, IT, HR/Human Capital/HRO, Technology/Software, and
an outgrowth of years of employee management and executive experience with a variety of manufacturing and healthcare organizations.
pbusinesses on organizational development/human capital practices.
> Performed as speaker at 20+ conferences including The Conference
Professional Services.
He has earned his Bachelor of Arts from Southwestern University and his Masters of Business Administration fromg
Board in New York.
> Cultivated partnerships with 10 local and 3 global human capital organizations.
Business Administration from Texas Christian University.
The Business Case for Employee Engagement
Today, only 1 out of 3 employees is Engaged. Di d E l E d E lDisengaged Employee Engaged Employee
- Going through the motions
- Often invisible- Dutiful, but negative
Emotionally Connected.
Overachieve. Discretionary Efforts.
- Show up only for check-ins
- Negatively impact the team
- Don’t leave the organization
Love their jobs. Believe in their
employers’ goals. Positive influence on
coworkers and departmentorganization department performance.
> What is not measured cannot be improved.
CONFIDENTIAL AND PROPRIETARY INFORMATION
Special Offer
What really drives financial success?
B ll E l ti tHRi W k hBullseyeEvaluation tHRive Workshop
Are you overpaying for what you get?
Do you need an organization specificDo you need an organization specific calculation of the impact HCM will have on your organization?
Half day workshop Half-day workshop.
Develop the ROI Business Case specifically for your organization.
“Train the Trainer” approach.
The Future of Work
We no longer live in a 2-D staffing model.
If your hiring and management practices do not fit with the demographics and psychographics of today’s workforce how will you compete?
Employment Level:Individual Contributor, Supervisor, Manager, Executive
Employment Psychographics: Free Agents, Globals, Technicals, Rising Stars, Retired Boomers
Employment Type:Contingent, Contract, Part-Time, Full
Employment Demographics:Millenials, Generation X, Baby Busters, Baby Boomers
BullseyeEvaluation Drives a Culture of Performance
Performance is built upon frequent communications about goals. Through routine reviews and feedback, employees get the feedback they desire to self improve job performance and manage
their careers. Managers get the information they require to make better informed decisions.
CORPORATE DASHBOARD + TEAM PERFORMANCE + SOCIAL PERFORMANCE MANAGEMENT
Our approach to performance management helps managers effectively manage within
i tminutes.
-Facilitates social feedback & coaching/mentoring.
-Connects employees activities to corporate
7
Connects employees activities to corporate goals via a comprehensive virtual business dashboard solution that encompasses employee specific goals tied to operational and corporate performance metrics.
The Future of Work
The Goal of Human Capital is to Drive Performance Top Ten Non-Financial Variables for HRDrive Performance. Top Ten Non Financial Variables for HR
1. Execution of corporate strategy2. Management team3. Quality of corporate strategy4. Innovation5. Ability to attract and retain talented
people6. Market share7. Management capabilities8. Alignment of compensation with g p
shareholder’s interests9. Leadership10. Quality of major business processes
“… people might be our most valuable asset, or our biggest liability!”
“People could be our only true competitive advantage, or our competitive disadvantage…”
“…success absolutely depends on the quality
CONFIDENTIAL AND PROPRIETARY INFORMATION
y p q yof our employees”
The BullseyeEvaluation Difference
#1. Highly Intuitive Visual Interface as opposed to “Forms Online”
vs. The CompetitionBullseyeEvaluation makes it easy for organizations to tHRive.
Improves employee engagement through rapid and comprehensive feedback on the critical metrics that affect corporate performance.
Visual social tool to facilitate frequent feedback/reviews, job management & self-service career management .
Minutes to complete an employee performance review. “Two Clicks to Paradise” including all features, dashboards, and reports. KPI Dashboards connect corporate objectives to employee performance.
#2. Work Communications and Employee Engagement Tools. S i l C t P f M t F t Social Corporate Performance Management Features. Pre-configured industry solutions. High User Adoption & Utilization Rates via engagement tools.
#3. Content rich solution includes strategic HR products on-demand as needed:
- Assessments- Communications- Compensation
- Salary- Succession - Surveys
- Onboarding - Recruiting - Training
CONFIDENTIAL AND PROPRIETARY INFORMATION
- Competencies- Leadership- Learning
Did you know that 1 in 3 employees is disengaged?
Talent leaves an organization when the organization is poorly managed and uninspiring.
“Engagement is a catalyst but not th l Y tthe only answer. You must harmonize your team by driving alignment and engagement.” - Rudy Karsan in “WE”
Bullseye is a gateway beyond employee
www.BullseyeEvaluation.com
Bullseye is a gateway beyond employee engagement and performance management to human capital management and work management.
CONFIDENTIAL AND PROPRIETARY INFORMATION
Corporate Performance Management
• Replace manual, error-prone ti
• KPI Dashboards improve reporting. service delivery., customer
service KPIs, and open revenue opportunities.
>What gets measured gets improved.
Talent Quiz Results
%% %%Talent Quiz QuestionTalent Quiz Question %%"Yes""Yes"
%%"No""No"
11Is it clear what business goals must be achieved by your Is it clear what business goals must be achieved by your 81%81% 1919
11organization?organization? 81%81% %%
22Do you know what customer needs must be delivered by your Do you know what customer needs must be delivered by your
i i ?i i ? 74%74% 2626organization?organization? 74%74% %%
33Can you describe the specific talent results your organization Can you describe the specific talent results your organization is trying to achieve?is trying to achieve? 7%7% 9393
%%is trying to achieve?is trying to achieve? 7%7% %%
TALENT RESULTS
Engage the talent you have to perform atEngage the talent you have to perform at your highest levels
Build the talent you need to execute your operating plansBuild the talent you need to execute your operating plans
Leverage the talent within the organization to put the best people on the biggest opportunitiespeople on the biggest opportunities
Retain the talent you need to support your business strategystrategy
Attract the talent required to prosper long-term