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Automating Performance Reviews: From Chore to Score!

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Performance Management: From Chore to Score …

Performance Management: From Chore to Score

Current business drivers for performance management aren't always the real driving factor for the performance review process but rather the process is about risk mitigation (CYA exercise).With an automated performance management platform, you can establish a consistent, high quality process to arm managers with coaching and feedback capabilities, so that learning happens as the focus. Just like Saba's core, learning and performance is at the core of employee performance and engagement.

Does anyone ever look forward to their performance review cycle? Rather than hassling with spreadsheets, Word templates and email, why not move to an automated solution, that's far more efficient, secure, and manageable?

Of course, changing any process does take some planning, so this webinar will focus on several key considerations for moving to an automated solution:

Moving to online. What exactly is involved? How secure are online reviews?

Engaging managers and employees. The appraisal should be an open, honest conversation that motivates everyone to improve. How can an online review process help?

Managing the process. What tools and reports are available? How much work is involved in setting them up?

Rollout and support. How to ensure the new process is a success?

Goals and growth. How does goal setting and management fit in? How about learning and development plans?

More in: Technology , Business
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  • 1. Performance Management From Chore to Score www.saba.com 1 | ©2013 Saba Software, Inc.
  • 2. Contents: Who Is Saba? Automating the Review Process Helping Managers Helping Employees Questions? Comment Below! 2 | ©2013 Saba Software, Inc.
  • 3. Who is Saba? A GLOBAL LEADER IN NEXT-GENERATION TALENT MANAGEMENT 2,200 195 37 customers 3 31M users countries languages | ©2013 Saba Software, Inc. 200+ partners $200M+ R&D spend
  • 4. Performance Reviews – Incredibly Important! • Align employee activities to the organizational strategy, values, and culture • Communicate and discuss deliverables and expectations • Input to key HR processes and talent decisions (eg, Compensation, Succession) • Motivating and empowering the workforce 4 | ©2013 Saba Software, Inc.
  • 5. Question Performance Reviews – What’s most important to you?  Align employee activities to the organizational strategy, values, and culture  Communicate and discuss deliverables and expectations  Input to key HR processes and talent decisions (eg, Compensation, Succession)  Motivating and empowering the workforce  Other Respond in the Comments section below 5 | ©2013 Saba Software, Inc.
  • 6. Question Why are performance reviews a chore?  Employees fear being evaluated  Managers are too busy  HR gets tired of nagging everyone  The paperwork and reporting is burdensome  Other – please share in the comments section Respond in the Comments section below 6 | ©2013 Saba Software, Inc.
  • 7. Why are reviews a chore? • HR – “Too much paperwork, too much nagging” • Managers – “Not comfortable with process” • Employees – “Evaluations, even self evaluations are threatening” 7 | ©2013 Saba Software, Inc.
  • 8. Automation: Establish a Consistent, High Quality Process • Eliminate paperwork and filing • Reminders • Superior security  Email problems. • Tracking and reporting are built in! 8 | ©2013 Saba Software, Inc. 8
  • 9. Automation: Dashboards and Reports • Easy to track and manage the process 9 | ©2013 Saba Software, Inc. 9
  • 10. What is needed to Automate the Review Process? • Employee data  Employee, Manager, email • Decide on the cycle  Set dates  Decide on reviewers, sign off • Create review template(s)  Goals, Values, Skills and Competencies, Career Goals, Development Plan  10 | Less is more! ©2013 Saba Software, Inc.
  • 11. Improving Employee Performance 11 | ©2013 Saba Software, Inc.
  • 12. Managers need training and coaching Managers need to be reminded  What do I write about and how do I word it. Brief live training at the kick off the cycle  Start a private group for managers to ask questions Language check 12 | ©2013 Saba Software, Inc. 12
  • 13. Successful launch kicks off a successful cycle Strategy, communication, and setting expectations is KEY! Why we are doing the appraisals Outcomes and mutual ownership Executive Sponsorship Evaluation Scale Relationship to Compensation 13 | ©2013 Saba Software, Inc.
  • 14. Performance Review Group 14 | ©2013 Saba Software, Inc.
  • 15. Performance Review Group – Announcements 15 | ©2013 Saba Software, Inc.
  • 16. Performance Review Group – Content and Discussion 16 | ©2013 Saba Software, Inc.
  • 17. Performance Review Group – Search, Meetings and Digests 17 | ©2013 Saba Software, Inc.
  • 18. Employees need direction, and more… • Training on the process, like managers • Goals 18 | ©2013 Saba Software, Inc. 18
  • 19. Employees need direction, and more… • Training on the process • Goals • Recognition 19 | ©2013 Saba Software, Inc. 19
  • 20. Employees need direction, and more… • Training on the process • Goals • Recognition • Development 20 | ©2013 Saba Software, Inc. 20
  • 21. Employees need direction, and more… • Training on the process • Goals • Recognition • Development 21 | ©2013 Saba Software, Inc. 21
  • 22. TECHNOLOGY IS TRANSFORMING OUR LIVES AND WORK Social, cloud, and mobile computing are creating connections and opportunities like never before. 22 | ©2013 Saba Software, Inc.
  • 23. How have reviews become a chore for you? Please share in the comments below! Examples: • Timely manner – system to manage the process • Managers – training on the process • Executives – show how performance data can feed into decision making and improve company performance • Employees – give recognition and constructive feedback • Once a year – consider goals with monthly review, development plans, ongoing recognition • Other – please share in the comments section! 23 | ©2013 Saba Software, Inc. 23
  • 24. Learn More Visit www.Saba.com www.saba.com 24 | ©2013 Saba Software, Inc.