Performance Management: An Event, A Process or A System?

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Information about Performance Management: An Event, A Process or A System?

Published on March 13, 2014

Author: HRsmart



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.

Performance Management An Event, a Process, or a System? Sandhya Johnson Professional Services

Agenda 1. Defining Performance Management 2. Process and System Models of Performance Management 3. Features and Benefits of Best-in-Class Performance Management 4. Utilizing a Unified Talent Management System 5. 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

18 It reinforces behaviors consistent with the attainment of organizational goals 1

19 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

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 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 affordably attract develop retain best talent

Global Presence

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 Johnson Professional Services

Upcoming Webinars March 18th – 11:00 AM CST “Improve Your Recruitment ROI With a Mobile Career Site” Scott Garrett Co-Founder MoBolt

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