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Let’s Talk About Me
35 years in HR (or Personnel as we used to call it)
ITT (red in tooth & claw US multinational) BBC Volkswagen Group UK University of Central Lancashire GMPTE
Performance Management
My manager cannot “manage” my performance – only I can do that
My manager can (at best) help, encourage and support me or (at worst) inhibit, limit and obstruct me
Good managers are defined by the performance of their teams; good managers get higher performance from their people than poor managers
The Job of Performance Management Is Not
To focus on and “deal with” poor performers – they should be dealt with separately
To find the high-flyers – they will most likely adapt to their environment and become successful anyway
The Job of Performance Management Is
To motivate the 80% of people who are not high-flyers but who come to work wanting to do a good job
To release the elusive “discretionary effort” To enable people to develop and grow in a
way that challenges them but also suits them To help people do their job in a way that
brings them satisfaction
Public v Private Sector
Private sector:Jobs are more fluid and tend to evolve and change more easily
Less emphasis on job description and more on personal contributionPeople can grow their jobs and develop themselves more easilyPeople can be exploited
Public v Private Sector
Public SectorDetailed job descriptions can act as a straight-jacketTolerance of poor performanceGood people get overburdened (uncontrolled job growth with little or no support)
Personal development without job growth can lead to disillusion / frustration
Reward
No evidence that good pay motivates good performance
Evidence that poor pay can demotivate No evidence that performance pay, by itself,
motivates high performance (except in extreme cases)
Poorly executed (most) performance pay systems demotivate the majority
Reward
Basic pay must be “felt fair” and adequate to reward good performance
Additional short term reward for exceptional performance
Reward includes pay, conditions, pensions, career progression, support, development, encouragement etc.
So All You Need Is
Good basic pay Good performance management Good people development Good career progression (for those that want
it)