Human Capital Management System with Focus On Performance Management Process

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Overview of a performance management system, as part of the overall Human Capital Management System, designed for a project-based software development organization.

Overview of a performance management system, as part of the overall Human Capital Management System, designed for a project-based software development organization.

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  • 1. Proposed Human Capital Management System With Focus on Performance Management and Tool Recommendation Created and Submitted by Beth Gifford
  • 2. Human Capital Management System (HCMS)
    • Sourcing exceptional talent
    • Building excellent supply chain
    • Reduced cycle time to fill
    • Robust On-boarding
    Talent Acquisition Cascaded Goals Results ROI
    • Measurable outcomes demonstrated against goals
    • Development plan status
    • ROI evidence
    • Retention increased
    • Development
    • Engagement
    • Career/Succession Planning
    • Rewards and Recognition
  • 3. Performance Management Process Sequence of Events
  • 4.
    • Overview of Performance Review Tool
    • SMART - Drive execution of corporate goals
    • Talent Engagement
    • Performance Improvement
    • Multiple Reviewers
    • Continuous Improvement
    • Deliverable Product
    • Employee Engagement
    • Results of SMART annual Goals and Objectives plus culmination of periodic project based reviews
    Employee Annual Goals and Objectives, aligned to division and corporate strategies Employee development plan, aligned to goals & objectives Project-based periodic review results Annual Review measures and results Employee profile Next steps, action plan, and follow-up requirements
  • 5.
    • Differentiation Matrix
  • 6.
    • Recommended Systems
    • Recommend ation: Web-based performance management system , including:
      • Employee Profi le
      • Cascading Goals capability
      • Periodic Project-based R eviews
      • Annual Re view
      • Multiple Reviews
      • 360° Review capability
      • Skills Inventory
      • Succession Planning
      • Annual Development Planning
    * NOTE: For the sake of publishing to LinkedIn, vendor names and actual recommendation of one over another have been removed Decision Matrix  Vendor #1 Vendor #2 Align company goals to individual performance √ √ Organization (Corp) Goal Deployment √ √ Cascading goals - for shared accountability if desired √ √ Individual Goals and Objectives √ √ Allows periodic updates to G&Os √ √ Create Employee Profile with skills inventory   √ Searchable employee profiles and skills inventory   √ Create updatable employee profiles √ √ Project aligned period reviews √ √ Jounral capability for inputs throughout the year √ √ Annual Reviews √ √ Peer reviews √ √ 360 degree reviews √ √ Multi-rater feedback √ √ Core Competencies - behavior & results √   Development Planning √   Option to weight measurables √   Real-time reporting √ √ Forced Ranking (Resource Review)   √ Comments can be original with tools for personalization, coaching tips √ √ Legal scan √ √ Statistical anlaysis - distribution √ √ Balanced Score Card     Dashboard reporting capability √ √ Compensation planning tied to perf rating √ √ Output of annual compensation statement   √ Implementation and Go-Live Training   √ Scalable   √ Configurable   √ Web Based   √ No IT support required to set up   √ On-going support   √
  • 7. Sample Tools
    • Strategy and goal deployment tool
    • Distribution and differentiation analysis tool
  • 8.
    • Sample Strategy Deployment Tool
  • 9. Sample Distribution and Differentiation Analysis