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The performance management game 0511
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The performance management game 0511

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  • 1. Is my staff performing in a satisfactory manner? YES NO Is my staff performing in a satisfactory manner? Back to the previous page Back to the first page exit
  • 2. YES - Do I have a good performance management system? YES NO In this case your primary target should be to make sure that your staff continues to do so… Do I have a good performance management system? Back to the previous page Back to the first page exit
  • 3. NO – AJ’s performance management system Download ArenaJobs’ performance management advisory brochure We strongly recommend you to implement a formal system to recognize performance (PMS – performance managent system)… Back to the previous page Back to the first page exit
  • 4. YES - Download more infos on AJ’s employees’ survey services Download more infos on ArenaJobs’ employees’ survey services In this case you might be interested in evaluating whether your employees are as happy with the company as the company is happy with them… Back to the previous page Back to the first page exit
  • 5. NO – why? What are the determinants of performance? WHY? What are the determinants of your staff’s performance? I suspect that my staff does not perform in a satisfactory manner because… My salaries are not in line with the market My staff is not qualified enough There are mismatches between competences and positions There are issues with the management My staff is not motivated enough My team is understaffed Back to the previous page Back to the first page exit
  • 6. Salary survey Download ArenaJobs’ presentation of salary surveying I receive continuous complaints from my staff, claiming that competing companies offer far bigger salaries and/or far better condition. It is extremely important, in order to retain and motivate your staff, that the remunerations you offer are in line with the market and the competition … ArenaJobs uses an instrument called “shadow recruitment” to understand the market remunerations for a particular function/level in a particular area. Back to the previous page Back to the first page exit Click here for the next step… Click here for the other Determinants of performance
  • 7. Competence survey Download the presentation of ArenaJobs’ training services I have the feeling that my staff is simply not qualified the tasks they are supposed. Either they do not possess the technical knowledge, or they are technically good, but they do not know how to manage themselves or to manage others… Some people are very successful at their job and, for this reason, they are promoted. Once they climb the ladder, however, they may lack some of the necessary knowledge to keep being successful Back to the previous page Back to the first page exit Click here for the next step… Click here for the other Determinants of performance
  • 8. mismatches Download ArenaJobs’ presentation of online assessment services My staff is generally good, but I feel that the competences are not always placed the right place… Sometimes it is hard to objectively evaluate one’s subordinates. Everyday relationships make subjective biases normal. You may be assisted by assessment instruments which guarantee a level of objectivity a human will never obtain… Back to the previous page Back to the first page exit Click here for the next step… Click here for the other Determinants of performance
  • 9. coaching Download the presentation of ArenaJobs’ coaching services I feel there are some issues at middle management level. It seems my first and second line managers do not communicate effectively, do not delegate or they cannot work in a team… Middle management issues are among the toughest to recognize in a corporation. Yet, they are one of the most common determinants of non-performance. If your organization has multiple levels of managements, you should definitely take these issues into consideration. Back to the previous page Back to the first page exit Click here for the next step… Click here for the other Determinants of performance
  • 10. teambuilding Download the presentation of ArenaJobs’ teambuilding services My staff is good, but I do not manage to get the most out of them. They seem not to be able to commit to the corporate values or to work together for the success of the corporation… Money are the main motivator to accept a new job, but it is rarely a motivator to perform well. Cohesion within the team, appreciation of the corporate values, focus on the common goal are generally more powerful instruments to get the most out of your staff… Back to the previous page Back to the first page exit Click here for the next step… Click here for the other Determinants of performance
  • 11. After all these actions, is my staff performing in a satisfactory manner? YES NO I have analyzed and taken care of all the determinants of performance of my staff. Now, after all these actions, is my staff performing in a satisfactory manner? Back to the previous page Back to the first page exit
  • 12. NO – firing the non-performing staff Please, contact us if you need legal and/or assistance for closing a work contract I have analyzed and taken care of all the possible determinants of non performance. Yet, a few of my subordinates are still not performing in a satisfactory manner… In that case, you should evaluate the possibility of firing the non-performing staff… Click here for the next step… Ok, I have fired the non performing staff. Now what? Back to the previous page Back to the first page exit
  • 13. Identifying new staff Contact us for a quotation for your next recruitment process
    • Generally speaking, a recruitment process is split into four main phases:
    • Cv search
    • Cv pre-selection
    • Candidate selection
    • Management of the shortlisting process
    • In Romania, in 2011, the first phase seems to have become quite easy: one ad on the internet and you get 400 or 500 cv’s. Phases 2 and 3, however, continue to be a challenge since quality and ethics of the candidates have not improved with the crisis…
    Now I need to identify new staff Click here for the next step… Ok, I have identified a few interesting candidates. Now what? Back to the previous page Back to the first page exit
  • 14. Selecting new staff Download ArenaJobs’ presentation of online assessment services Candidate selection is a tricky activity. Quite often, we are led by subjectivity and risk ignoring signals which could warn us of future problems… OK, now I have identified a few candidate which seem to be interesting…. Download ArenaJobs’ employment background check presentation Click here for the next step… Back to the previous page Back to the first page exit We strongly recommend you to submit (at least) your final three candidates in any selection process to an objective assessment program and (at least) the chosen one to an employment background check!
  • 15. Contracts for new staff Contact us for employment-related advisory Now it is the time to evaluate which type of contract suits best your needs and matches the candidate’s expectations… ArenaJobs can advise and assist you on the legal and administrative steps related to an employment contract, or it can take over all these steps, with a staff leasing/ PEO contract OK, now I have chosen the perfect candidate…. Download ArenaJobs’ staff leasing presentation Click here for the next step… Back to the previous page Back to the first page exit
  • 16. Final steps Managing your staff’s performance is a “cycle”, because it is an ongoing process. Now you have completed the cycle, and you should go back to the first page, re-assessing periodically whether or not you are satisfied with your staff performance. OK, now the new employee is onboard…. Back to the previous page Back to the first page exit Contact ArenaJobs Go to www.arenajobs.ro Go back to the first page