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Performance Management presentation 03.2011 final

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  • 1. Designing and Implementing Performance ManagementProgram for Small Businesses Presented by Joanne Melanson Director, Professional Services
  • 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 ...cont’d• Determine & justify decisions and actions – merit, bonus, compensation, promotion, succession, discipline, termination• Enhance success factors / Reduce risks and exposure• Improve organization’s 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. 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)
  • 9. 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)
  • 10. 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, undiscovered passions, etc., and offer new training and career development. challenges and responsibilities as • Explore and encourage leadership and role- appropriate, so these people too can be model opportunities, to set and raise stars, to the extent they are comfortable. standards of 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 purpose, opportunities, etc., linked with and develop identified potential via fitting tasks perhaps dependent on performance and responsibilities, linked with and perhaps improvement. dependent on performance improvement.• Failing this, assist or enable move out of • Explore attachment to backbone or star organization if best for all concerned. mentors and coaches.
  • 11. 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
  • 12. Armstrong & Associates services• Human Resources Management• Strategic Planning• Training and Development• Compensation and Benefits• Health and Safety
  • 13. Client benefits from Armstrong & Associates services:• 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
  • 14. Q&A Thanks! Joanne Melanson Tel: 416.697.0707joanne@armstrongandassociates.ca

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