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The Power Of Pervasive Performance Management: Aligning All Employees to Corporate Objectives
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The Power Of Pervasive Performance Management: Aligning All Employees to Corporate Objectives

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presented at the TrueConnection 2008 Sales Performance Management Conference, hosted by Callidus Software

presented at the TrueConnection 2008 Sales Performance Management Conference, hosted by Callidus Software

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The Power Of Pervasive Performance Management: Aligning All Employees to Corporate Objectives The Power Of Pervasive Performance Management: Aligning All Employees to Corporate Objectives Presentation Transcript

  • Callidus Pervasive Performance Lorna Bennie Vishrut Parikh October 14, 2008
  • Agenda
    • Business Trends – Cash and Non-Cash Rewards
    • Business Challenges Addressed
    • TrueTarget™ Product Highlights
    • IncentOne – Partner Update
    • Q & A
  • How Well is Your Organization Positioned to Execute against Business Strategy? 25% Link Bonuses to Strategy 40% Link Budgets to Strategy 20% of Business Strategies Are Effectively Executed 5% of Employees Understand the Strategy “ Achieving Alignment Through Strategy Execution”, Neil Chandler, 24 October 2007, citing Kaplan & Norton 20% of business strategies are executed effectively In 70% of these cases, the reason wasn't the strategy itself, but rather bad execution View slide
  • What’s Your Strategy for a Single Pay for Performance Solution? “ By 2012, 50% of customers will consolidate their talent management application portfolio down to one or two vendors.” “ Unlocking the Strategic Value From Talent Management Application Investments,” James Holincheck, 26 Dec 2007 View slide
  • Pay-For-Performance must be Embraced Across the Enterprise “ Variable pay should reward the achievement of specific individual goals linked to corporate goals across the enterprise and not be reserved for sales and management roles . Performance and compensation integration (pay-for-performance) enables employers to direct and achieve corporate goals, promote positive turnover, and retain top talent by compensating preferred behaviors and results based on objective performance metrics.” The Forrester Wave™: “Integrated Performance And Compensation Solutions,” Q3 2007 Zach Thomas, August 17, 2007
  • Best in Class Organizations that Deliver Total Compensation Achieve …
    • 90% increased their revenue per employee
    • 83% decreased labor costs as a percent of sales
    • 73% improved employee job satisfaction
    • 64% increased employee retention
    “ Total Compensation Management – Taming Costs and Rewarding Employees,” David Weldon, May 2008
  • Organizations Recognize the Need for Pay for Performance. However…..
    • Growing siloed pay for performance systems
      • Multiple employee performance management and incentive management systems
      • Legacy and growing SaaS deployments
      • Rapid departmental deployment
      • Strain on Finance, HR, Sales Ops, and IT
      • Difficult to deploy single strategy
      • Incomplete view of overall employee performance
    • How to achieve complete alignment - across sales and the broader business?
  • Pervasive Performance Aligns All Stakeholders with Corporate Objectives
    • Sales effectiveness
    • Quotas and territories
    • Commissions and
    • sales plans
    • Commission reports
    • High volume
    Sales Performance Management (SPM) Sales and Channel
    • Goal Setting
    • Performance metrics
    • Objective Management
    • Team performance
    • Non-cash Rewards
    • Workflow and approval
    Employee Performance Management (EPM) Call Center, Marketing, Support Pervasive Performance Management Alignment with corporate objectives
  • Announcing Callidus TrueTarget™ Non-sales Callidus Sales Performance Management Suite Sales and Channel Callidus Pervasive Performance Suite Single common compensation foundation - TrueComp ® Callidus TrueTarget Extends Callidus Suite to Deliver Corporate Alignment with One Single System New New
  • Target Setting Business Challenges
    • Multiple performance management systems
    • Reliance on spreadsheets and manual processes – error prone and time consuming
    • Typically multi-month process
    • Inflexible to change as business goals change
    • Lack of clear employee view of how employee performance links to bonus
    • Highly manual and error-prone and often lead to overpayments.
  • TrueTarget ™: Competitive Differentiators
    • Built on a proven TrueComp ® Management foundation
    • Supports dependencies between Sales goals and corporate goals across enterprise
    • Extends complex rule building capabilities to bonus payout and budgeting
    • Support for complex bonus eligibility rules
    • Integration with TrueComp
      • Leverage TrueComp Reporting Hierarchy
      • Import/Export Quota Targets with approvals
    • Inline analytics for managers and administrators
  • Integrate Pay for Performance Across Departments for Alignment Sales Marketing Call Center
  • TrueTarget™ Key Benefits
    • Proactive performance management drives higher productivity
      • Allows managers to focus on coaching rather than just on the tactical aspects of the process .
    • Goal alignment ensures that people working on the right tasks
      • Employees focused on and accomplishing appropriate tasks aligned to corporate objectives.
      • Integrates performance and compensation components
      • Shared goals, managed across sales and broader business
    • Consistency and enforces compliance
      • Enforces policy compliance, audits transactions
      • Rewards employees consistently based on their contributions to the success of the business.
  • TrueTarget™: Product Highlights
    • Self-service user interface
      • Managers can publish and distribute weighted objectives and project bonus payouts
      • Participants gain full visibility into objective setting process
    • Assign weightings to key objectives
    • Discretionary scoring of objectives
    • Set objectives on Quota attainment
    • Effective dating and pro-rating based on employment history
    • Automatic bonus payout projections
    • Integrated workflow and acceptance tracking
    • Inline analytics for managers and administrators
  • TrueTarget™: Product Highlights
    • Communicate Quotas efficiently
      • Integrated workflow
      • Obtain and track acceptance in timely manner
      • Manage Quota changes effectively
    • Integrated with TrueComp ®
      • Import Quota Targets from TrueComp
      • Allocate Quota in TrueTarget
        • Assign targets to team members
        • Leverage TrueComp Reporting Hierarchy
    • Managers can override the Quota targets
      • Overassign or underassign the targets
      • Apply seasonality skews
    • Export Quota Targets to TrueComp
    Streamline Quota Setting Process
  • Manager – Log in to Self-Service to Manage Team Objectives Click to set and publish team objectives Evaluate performance
  • Manager – Enters Team View Evaluate team performance and high level view of pay for performance / leverage
  • Manager – Access Participant Detail to See Assigned Objectives Individual metrics for each participant, assign weighting
  • Manager – Create New Objectives and Assign Goals
  • Manager – Reviews Quota Targets for Team
  • Manager – Modifies Quota Target
  • Plan Administrator - Set up and Group Objectives, Distribute to Team Key Takeaways
    • Use TrueComp ® to set up an objective
    • Set up objective types, or groups
    • Groups enable clustering of objectives of the same type
  • Plan Administrator - Set up Formulas Key Takeaways
    • Use TrueComp ® formulas
    • Define Various formulas based on – Base Salary, Start Date etc.
  • Plan Administrator - Set up and Group Objectives, Distribute to Team Key Takeaways
    • Once the objectives are set up, you can add them to a template to distribute to a group of participants.
    • Enables objectives to be grouped into a single campaign – such as customer satisfaction, or acquisition
    • Assign participants based on Eligibility
  • Plan Administrator - Set up and Group Objectives, Distribute to Team Key Takeaways
    • Administrator can specify multiple objectives to be distributed
    • Or can hand off objective setting to the manager for a distributed approach
    • Objectives add up to 100%
  • With Callidus Pervasive Performance Suite We Deliver:
    • Drive Pay for Performance
      • Every employee
      • Every incentive driver
      • Transparent processes
      • Single platform, single point of alignment
    • 100% multi-tenant SaaS architecture
  • New Partner - IncentOne
    • Founded in 1997 — 125 full-time employees
    • Clients cross all industries and sizes including several of the Fortune 100
    • Incentive/Rewards administration
    • Offers solutions across a variety of industries — healthcare, pharmaceuticals, medical services, financial services, insurance and manufacturing
    • Provides incentive solutions to 5 National Health Plans, 20 Blue Cross Blue Shield Plans, 15 Health Services Partners, and numerous marquee Employers
    • Industry Awards
    • Best Incentive Program in the Financial Services Industry (Washington Mutual)
    • Named as one of Top 20 Incentive and Reward Companies (HRO Magazine)
    • Named as one of Top 10 Providers (Workforce Magazine)
    • Selected preferred incentive vendor by America’s Health Insurance Plans (AHIP)
  • IncentOne Sample Clients
  • Provides Total Rewards Solution Callidus Solution
  • What is IncentOne’s Core Business?
    • IncentOne works with employers to create the optimal non-cash points based rewards program across their organizations
      • sales department, to HR, to marketing
    • Full Service Providers :
    • Guidance in program design; budget and ROI assistance
    • Creative services – communications planning and marketing creative development
    • Award fulfillment – manage partner relationships, inventory, shipping
    • Tracking reports – accounting of awards issued, value, timing
    • Customer support -- access to live reps for all service and support issues
  • IncentOne: Large Portfolio of Reward Options
    • Rewards that appeal to all employees
    • Gift cards from over 400 retailers
    • Providing employees with rewards of their choice has the greatest impact
  • IncentOne Offers Marketing Services & Creative Support We partner with clients to ensure that their program is communicated effectively.
  • Example of IncentOne Employee Power Customized Non-Cash Points Solution to Reward for Multiple Employer Programs TM Easy tracking of points earned and redeemed View multiple programs at once
  • Customer Success Challenge Like others in the beverage industry, fierce competition was forcing lower margins and decreasing sales revenue. Mountain Dew wanted a program to jump start sales performance among their bottlers.
    • Solution
    • Mountain Dew implemented an innovative incentive promotion where bottlers were allocated scratch off tickets to be awarded to salespeople that achieved a volume growth target of +5% vs. the same period a year ago (in raw cases).
    • Participants registered in the online incentive center and were able to enter their code from the scratch off card to uncover the value of their award and shop online for a prize that they would like (ranging from $10-$100)
    • Results
    • Promotion was deemed a success!
    • Mountain Dew achieved a 12% lift in sales for the period of the promotion.
    IncentOne helped Mountain Dew to increase sales through innovative incentive promotion.
  • Customer Success Challenge How to sustain momentum of success in their health and wellness program and find a ‘one-stop shop’ incentive provider that could fit into their existing programs and implement all programs together in one platform.
    • Solution
    • Took design requirements and custom-built an incentive solution for its flagship program, Motorola’s LIVESMART Challenge
    • Provided the technological expertise to integrate with and exchange data with Motorola systems and multiple health vendors
    • Results
    • 96% of eligible employees completed their health risk questionnaire.
    • Approx. 25% of the workforce took part in the health and wellness programs in the first year – increased to 50% in 1stQtr 2008.
    • Incentives program has created a ‘buzz’ at Motorola, helping to reinforce the culture of wellness.
    • Motorola has seen an overall decrease in employee health risk since launching program.
    IncentOne provided a ‘one-stop shop’ incentive solution to integrate Motorola’s health and wellness programs.
    • World’s third-largest manufacturer of wireless telephone handsets
    • Revenues : $36.6B
    • Employees : 66K
    • Motorola develops a portfolio of technologies, solutions and services — including wireless handsets, wireless accessories, digital entertainment devices, wireless access systems, voice and data communications systems, and enterprise mobility solutions — that make mobile experiences possible.
  • Contact Information
    • Vishrut Parikh – Sr. Product Marketing Manager
      • [email_address]
    • Adam Berenson – EVP of Corporate Development
      • [email_address]
  • Q & A