Performance Design Systems - Synergita · | . Thank you for your participation and enjoy the session. We have already received several questions from the registrants, which will be

How to Design a Robust Employee Performance Management Process for

your Organization

Speaker

Akashdeep Sharma Manager - Corporate HR & OD

Prabakar Marimuthu Director of Engineering at Synergita

Speaker Profiles

Speaker

www.indswiftlabs.com | www.synergita.com

Thank you for your participation and enjoy the session.

We have already received several questions from the registrants, which will

be answered by the speakers during Q&A session.

In case if you do not receive answers to your questions today, you will certainly

receive answers via email shortly.

We will continue to collect more questions during the session as we receive and will try to answer them during today's session.

All phones are set to mute. If you have any questions, please type them in the chat window located beside the presentation panel.

House Keeping Instructions


• What is “Performance” and what is the need of measuring

Performances in organizations

• Role of PDMS (Performance Design & Management System) over

conventional PMS (Performance Management System)

• Various techniques, procedures, methodologies available to

Design, Measure and Manage Performances in 360 degree scale.

• Case Studies

Flow of Session


• Completed Formal Education in Engineering

• Started Career in a Biotechnology Firm @ Bangalore, India

• Developed Interest in People Operations

• Pursued Education in Human Resource Management

• Bucket Certifications in Strategic HR, Lean Management, Psychiatry Analysis, HR Data Analytics, PMS Designing, effective speaking etc

• Joined an aggressively growing large scale group in Core Manufacturing Industry i.e. Textiles

• Designed and Implemented Various HRBP models and Interventions

• Joined another growing group in another set of Industry i.e. Pharmaceuticals, again worked at Corporate Level and tested the established models over new set of behaviors

• Run a “Systematic Concept Learning” Organization under the Name “Navitus” that provides consultancy, training and orientations to “transformational;” interventions of Human Behavior

Akash Deep Sharma Manager - Corporate HR & OD Interventions Ind-Swift Laboratories Ltd SCO-850, Shivalik Enclave, NAC Manimajra, Chandigarh – 160101, India Direct Line : 9915752168, 0172-5061850-53 | Fax : 0172-2730504 E-mail : [email protected] | Website: www.indswiftlabs.com https://www.linkedin.com/in/akashism/


mailto:[email protected]

http://www.indswiftlabs.com/

https://www.linkedin.com/in/akashism/

Design


Effective Performance Management System is the Resultant of a Conceptually Sound Design that provides you enough provisions to keep it flexible to the dynamic developmental needs of Organization. Therefore “Design” is the Root Cause of Success or Failure !! People Tend to Perform by Virtue of Design Design – Concepts – Methodologies - PMSs

Design


Effective Acceptable

Efficient Flexible

Pro-Active

5 Point Universal Design


• Effective Relevant, Scientific & Rational

• Acceptable Transparent & Credible

• Efficient Valid & Consistent

• Flexible Dynamic & Supportive

• Pro-Active Strategic Penetration

Method, Technique, Methodologies you use for Designing PMS Vary

5 Point Performance Management System


Concept


• Conventional Concepts (ACRs / Descriptive Scales)

• Traditional Concepts (Generic Scalar Method)

• Role Based Competency Approach

• Goal Settings- KRA planning and Monitoring Sheets

• Standard Activity Charting Procedures

• Balanced Score-Card concept

Concept






• Pro-Active Strategic Delivery




WHY


Performances of Organizations depends upon Performances of Individuals, Groups, Systems, Procedures, Polices and Decisions.


Performances of Organizations depends upon Performances of Individuals, Groups, Systems, Procedures, Polices and Decisions.


The Intrinsic Factor

The Hindering Factor (I and E)






• Pro-Active Strategic Delivery




HOW


By Smartly Conceptualizing the PMSs that Links Performances with the Master PLAN of THE

organization

So that every Performance Finds Its Fitment in Organization


Methodology

(Scales / Spread)






Its Critically Important How your design your forms, statements, flow of PMS to obtain the

desired Outcomes


PMS Flow Procedures

(Manual / Synch / In-P / Cloud)


Design

Concept

Methodology

PMS procedure


Ancient PMS (Talked About DESCRIPTIVE TARGETS)

Conventional PMS (Talked About SPECIFIC TARGETS,

RESOURCES, TNIs, Forms, Bell Curving)

Modern PMS (Talked About Deliverables, Enablers & Measurement)

Strategic PMS (PDMS) (Talk About Designing, Linking,

Driving, Monitoring and Controlling Individual, Group and Organizational Perfromances)























Design

Concept

Methodology

PMS procedure


Young Organization of Traditional

Heavy Weight Industry

Case Study 1


Dynamic Culture

Very Aggressive Growth Plan

Conventional Mind Sets

Immature Procedures, systems and Linkages

Cost Vs Profits

Challenges


Dynamic Culture

Very Aggressive Growth Plan

Conventional Mind Sets

Immature Procedures, systems and Linkages

Cost Vs Profits

Challenges


The Balanced Score Card Approach


To Establish HR Function of the Organization as

“Strategic Business Growth Partner”

To Establish and Link Individual Objectives, Departmental Objectives and Organizational Objectives.

The Balanced Score Card Approach


Org’s strategy focus upon following element -

1. Customer Loyalty

2. Employee satisfaction

3. Environmental concern

4. Profitability

Step 1: Clearing the Strategic Orientation of Organization


• By delivering quality products

in quality time

• By managing healthy customer relationships

• By understanding and responding to the needs of customer

• To be on time, on spot and

on expectation always

Customer Loyalty

• By providing healthy work and growth environment to all employees

• By turning them into long term organizational assets

• By giving opportunities to learn, adapt, provide and achieve

Employee Satisfaction

• To go green in operations and think for the planet before our

competitors

• To maintain healthy and hygienic working conditions in the group

Environmental Concerns

• By winning the fight for customers on ground of quality

• By maintaining efficiency and effectiveness in our operations, so as to avoid wastage of material, energy and other resources

• By controlling the unjustified and avoidable costs incurred due to lack of optimization

• By achieving the technical, functional and managerial excellence

Profitability

• The HR function can help in achieving all the elements of strategy in rationalized manner because all of them are “Human Oriented

• If employees know for what they are working, there is 90 % more probability that they will achieve it

• So first task of HR is to convey organization strategy to all and next task is to ensure the accurate proceeding of that strategy

• This can be done with the help of HR Scorecard concept

HR and Strategy Integration


Learning and growth of employees Employee Skills

Rationalization and Environment Quality /effectiveness Time/Efficiency

Customers On time quality delivery

Customer loyalty

Financial/Profitability Return on investments in HR domain

Step 2: Strategy Map


• To implement the strategic map and to monitor its progress, its very important for HR function to identify few HR deliverables that will provide

• a basis of monitoring the movement

• To identify the deliverables its important to define what are deliverables and how they are different from performance drivers and HR enablers

Step 2:Identification of HR deliverables and integrating them with strategy map


HR Deliverables Efficiency Performance Driver Productivity HR enabler Competencies


• So deliverables are simply the results we are focusing to achieve

• Drivers are parameters to measure those results

• Enablers are the HR interventions through which those results are to be achieved

• We identified a list of various HR deliverables that has generated a list of drivers and we will need to put an investment upon these deliverables by introducing the enablers

• Through HR score Card (Unit wise) we aimed to measure the return on this investment


Focus of HR deliverables

Focus of HR deliverables will make HR people capable of quoting statements like -

HR deliverable _____________ Increased __________ by 20 %, which in turn reduced _____________ by 10 %, resulting in a 3 % increase in shareholder value for the firm in financial year ended ___________________


DISHA

Unit wise HR Scorecard


Finalized HR Scorecard.xlsx

Concept Card- DISHA.xlsx





HR Return card


HR return Card.docx

HR Directional


HR directional.xlsx

Old Organization of Modern Heavy Weight Industry

Case study 2


• Extremely Conventional Mind Sets

• Resistive Work Approach

• Hierarchical Hurdles and EGOs

• Old Procedures and systems

• Unclear Strategic Orientation and Objectives

Challenges


ARS Enabled 360 Degree Based Performance Management System


Design

Concept

Methodology

PMS procedure


WINNER of Microsoft Code For

Honor 2014 Large Enterprise Software Best Human Capital / Talent

Management Solution

Performance Management

Employee Engagement

Employee Development

Creating peopleMAGIC...

Poll:

Have you automated your Performance Management System?


1. Yes

2. No

3. Planning soon

peopleMAGIC

When organizations remove the hurdles their employees face, engage with them on their needs and nurture and develop them, they create an extraordinary culture where employees unleash their potential, set new standards of excellence and create wonders.

And it is made possible by Synergita’s Cloud based Employee Performance Management and Engagement Solution

We call it peopleMAGIC


• Synergita is a Continuous Employee Performance Management, Development & Engagement Software

• Helps in building a world-class company culture driven

by employee recognition

What is Synergita?

Focus on Holistic Employee Development

Goals & Achievements

Continuous Feedback Recognitions Check-Ins Annual

Reviews


Synergita – quick look at the functionalities

Building Blocks of Employee Performance Management

BUILDING BLOCK 2 BUILDING BLOCK 3

BUILDING BLOCK 1

SMART GOALS

CONTINUOUS FEEDBACK & PEER RECOGNITION

PERIODIC REVIEWS / CHECK-INS


SMART GOALS MAKE WORKLIFE MEANINGFUL

BUILDING BLOCK 1


SMART GOALS

• Set SMART goals for each employee • Update and track goals on periodic basis • Analyze the achievements

S

M

A R

T

Define clear goals addressing WHERE? WHAT? WHY? WHICH?

Measure Goals to monitor the progress and

success

Goals Achievable with good performance

Realistic goals that match with organization

goals

Objective should include a Time limit which will enable better planning


SMART GOALS



SMART GOALS


BUILDING BLOCK 2

CONTINUOUS FEEDBACK & PEER RECOGNITION L E A D S T O H I G H E R E N G A G E M E N T


Why continuous feedback?

People love to hear feedback

about what they’re up to

01

Real time feedback helps you learn, grow and deliver

results

03


Provide continuous feedback

Rewards and recognition

Score points

Redeem points

Continuous feedback process


Principles of effective continuous feedback & coaching

Provide Support without Removing Responsibility

Ask for Help and Encourage Involvement

Listen Actively and Respond With Concern

Maintain and Enhance Self Esteem Team members want to

know how you’re feeling about them in relation to their performance

Team members who feel valued are more willing to

share responsibility, confront challenges, and adapt well to

change.

Involvement increases the chance that innovative ideas and solutions will

surface.

As a manager, you are in a special position to provide support to your team. This may include advising, mentoring, and providing needed resources, reassigning duties, and clearing roadblocks.

Share Thoughts, Feelings, and Rationale


Continuous feedback wall



BUILDING BLOCK 3

PERIODIC REVIEWS / CHECK-INS D Y N A M I C E M P L O Y E E E VA L U AT I O N

75


Update the achievements regularly



Assess the performance continuously



Continuous Feedback

GOALS

Pulse Check-in

Annual Reviews

01

02

03

Expectations are set on first day of employment or at the beginning of the year. Determine the tempo for talks. Minimum 4 x per year.

Weekly meetings - short duration. 10-15 minutes of real-time feedback and coaching.

Structured conversations. Team member answers brief questions that look back - look forward. Reflect on past performance and your contribution. Look forward: set expectations and predict impact of your work.

WORKING IN CADENCE


ANALYTICS I N S I G H T S I N T O E M P L O Y E E P E R F O R M A N C E

79


Goals Analytics


Goals Analytics


Goals Analytics


Goals Analytics


Integration with other Systems


Value Propositions

Disruption

Insta-Go

100% Compliance

HR Elevates to being a strategic partner

Personal Touch

Peace of Mind


Key Differentiators

Disruption

WOW Features

Digital Cockpit

Insta-Go

Easy Administration

Works the way you want it to


Security Practices Followed by Synergita

• Compliant with OWASP standards

• Security Tested with VERACODE

• Hosted on Amazon Cloud

• Protected by Thawte SSL

• Secured Multi-Tenant Architecture

• Data level security through access control mechanisms


Technology Stack


We Promise Disruption We understand how stressful and challenging performance management and employee development is, particularly when you make changes to how it is traditionally done in your organization.

Which is why Synergita’s

Promise of Disruption ensures Peace of Mind.

Our Promise is

We will get you up and running rapidly, seamlessly integrate with existing data systems while

embracing or customizing your existing and familiar processes

We are always there for you - before, during, and post rollout, and

You will experience a personal touch across all interactions www.indswiftlabs.com | www.synergita.com

Advantages of Synergita

Easy to Set Goals & Track Achievements

Light Weight

Easy to Configure

Actionable Insights


[email protected] www.synergita.com

THANK YOU


Documents

Performance Design Systems - Synergita · | . Thank you for your participation and enjoy the session. We have already received several questions from the registrants, which will be