Performance Management presentationPresentation Transcript

1. Designing and Implementing Performance Management Program Created by Laurie Armstrong

Human Resources Advisor
2. What is Performance Management (PM)? Setting and achieving organizational goals that
produce desired business results Aligning individual and team goals with business strategy -
organizational change, growth, finance, people Benchmarking; Determining and obtaining skills,
knowledge and tools required for success Staying on track with consistent, timely communication &
feedback (360 degrees)
3. Key Considerations for PM Program Design Corporate goals - short and long term plans Team
goals - group contributions to company goals Individual goals - organizational, career, personal
Management and Leadership skills - HR knowledge Job Descriptions - roles, relationships,
accountability People - knowledge, skills, competencies, potential Actions - required to implement
and follow-up
4. Business Performance Process / Key IndicatorsORGANIZATION Business Development TEAM
Productive aligned Customer workforce Service & INDIVIDUAL Retention Synergistic Human
collaborative teams Satisfaction/ Training & Resources Strategy Engagement Development Future
Leaders / Financial Succession PlanSuccess / ROI / Career Rewards & Profit Progression High
Performance Recognition / Retention CultureMarket Position / Branding
5. Benefits of Effective Performance Management Identify goals, challenges, strengths, gaps in
performance Identify gaps in knowledge & skills Training & Development / Recruiting Improve
employee and team engagement / performance Identify top performers reward & retain Identify
poor performers correction or exit
6. Benefits of Effective Performance Management ...contd Determine & justify decisions and
actions merit, bonus, compensation, promotion, succession, discipline, termination Enhance
success factors / Reduce risks and exposure Improve organizations overall performance
7. HR Elements and Performance Management Business Plan; Attract & hire best Goal setting
talent Succession Job Descriptions Planning Orientation Communication; Culture; Fit 360
Feedback HR Strategy Recruitment Employee Training & Engagement Development Performance
Align to Reviews organization needs Reward & Career progression Retention Coaching; Mentors
8. 2 Performance Management Models1. Development Driven Model2. Competitive Assessment
Model
9. Development Driven PM Model Coaching and development improve employees performance
and retain most talented. Identifies strengths and weaknesses at individual, team and organization
levels. Allows for input from all stakeholders. Consistent and thorough follow-up at regular intervals
for development plan effectiveness. Used by 64 % of companies (Bersin Research 2010)
10. Competitive Assessment PM Model Evaluates employees against goals and one another;
encourages competition / high performance. Aim is to reward top performers and weed out poor
performers; forced ranking / distribution. Viewed negatively due to adversarial culture Used by 36
% of companies (Bersin Research 2010)
11. Performance Potential Model Backbone (workhorses) Stars (future leaders) high performance
/ low potential high performance/ high potential Acknowledge effort and contribution. Agree
challenging work, projects, Utilize as coaches and mentors. responsibilities, or stars are likely to
leave. Look for each persons hidden high potential, Give appropriate coaching, mentoring, training
undiscovered passions, etc., and offer new and career development. challenges and responsibilities
as appropriate, Explore and encourage leadership and role- so these people too can be stars, to
the extent model opportunities, set and raise standards of they are comfortable. other staff.
Icebergs (deadwood) Problem Children (renegades) low performance / low potential low
performance / high potential Counsel, build trust, understand issues. Confirm and acknowledge
potential. Identify hidden potential. Counsel, build trust, understand issues. Facilitate better fitting
roles; more direction, Explore and agree ways to utilize and develop purpose, opportunities, etc.,
linked with and identified potential via fitting tasks and perhaps dependent on performance
responsibilities, linked with and perhaps improvement. dependent on performance improvement.
Failing this, assist or enable move out of Explore attachment to backbone or star mentors
organization if best for all concerned. and coaches.
12. Performance Management Program Implementation Determine organization direction and HR
strategy Create customized PM systems and processes Communication with managers and
employees; Change Management Implementation training for managers and staff Follow up at
regular intervals, i.e. quarterly, semi- annual, one year and each subsequent year Adjust/realign as
required goals, criteria, purpose
13. Armstrong & Associates services Human Resources Management Strategic Planning
Business and Career Coaching Training and Development Compensation and Benefits Health
and Safety
14. Armstrong & Associates Client Benefits: Improved strategic focus Reduced overhead
Increased efficiencies Enhanced staff productivity Increased profit Reduced risk and conflict
Decreased employee turnover Improved time management for leadership and staff
15. ThanksQ&A
16. Laurie Armstrong Tel: 416.527.0911laurie@armstrongandassociates.ca