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Workplace practices 2011 web final
 

Workplace practices 2011 web final

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    Workplace practices 2011 web final Workplace practices 2011 web final Presentation Transcript

    • SHRM Poll: Performance Managementand Other Workplace PracticesIn collaboration with APTMetrics. December 15, 2011
    • Key Findings  How many organizations have a formal employee performance evaluation process? The vast majority (98%) of organizations reported that they had a formal employee performance evaluation process. Training for this process was required of people managers at nearly one-half (46%) of organizations, while the other nearly one-half (44%) provided voluntary training. Just under one-half (47%) of organizations required people managers to support all performance ratings with written behavioral examples.  Do organizations have a formal employee performance evaluation calibration or group review process? More than half (54%) of organizations reported having a formal calibration or group review process to ensure consistency across ratings/reviews, and of those, 61% reported that HR representatives were present and actively participated in all or a majority of these meetings.  Are organizations using competency models and quantitative performance metrics? The majority of organizations reported using both competency models and quantitative performance metrics, and many of these organizations indicated they had formally validated these measures.  Are diversity goals and policies tied to management incentive pay and business strategies? While more than half (59%) of organizations reported they formally and specifically tie diversity policies and programs to business strategies, less than one-quarter (22%) indicated that they tie managers’ incentive pay to the achievement of diversity goals.  How often do organizations monitor compliance with HR policies? Organizations reported that they regularly conduct at least spot checks to monitor compliance with policies related to performance, compensation, promotion and succession decisions. This monitoring was conducted most frequently by the local/business-unit HR and corporate HR.  Can employees appeal certain HR decisions through a formal process? Many organizations have appeals processes in place for HR decisions related to performance, compensation, promotion and succession decisions. SHRM/APTMetrics Poll: Performance Management & Other Workplace Practices ©SHRM 2011 2
    • Does your organization have a formal employee performanceevaluation process? No, 2% Yes, 98% n = 510 SHRM/APTMetrics Poll: Performance Management & Other Workplace Practices ©SHRM 2011 3
    • Does your organization provide voluntary or mandatory training for theperformance evaluation process? 15% Yes, mandatory training 46% 48% Yes, voluntary training 44% 31% No, training not provided 8% All employees (n = 445) 7% Other People managers only (n = 444) 3%Note: Percentages do not total 100% due to rounding. Only respondents whose organizations had a formal employee performance evaluation process wereasked this question. SHRM/APTMetrics Poll: Performance Management & Other Workplace Practices ©SHRM 2011 4
    • Are people managers in your organization required to support their performance ratings with written behavioral examples as part of the formal performance evaluation process? 47% 26% 26% Yes, for all ratings Yes, only for ratings at/near No top or bottom of rating scaleNote: n = 481. Percentages do not total 100% due to rounding. Respondents who answered “Don’t know” were excluded from this analysis. Only respondentswhose organizations had a formal employee performance evaluation process were asked this question. SHRM/APTMetrics Poll: Performance Management & Other Workplace Practices ©SHRM 2011 5
    • In your organization, who has direct input into the performanceevaluation of the following categories of employees? Direct Other Direct Employee Peers Customers HR Others Supervisor Management ReportsSeniorexecutive 94% 41% 63% 14% 14% 10% 21% 6%evaluations(n = 451)Exemptemployee 97% 46% 68% 16% 12% 13% 23% 4%evaluations(n = 493)Nonexemptemployee 97% 39% 58% 10% 4% 9% 19% 3%evaluations(n = 486)Note: Percentages do not total 100% due to multiple response options. Only respondents whose organizations had a formal employee performanceevaluation process were asked this question. SHRM/APTMetrics Poll: Performance Management & Other Workplace Practices ©SHRM 2011 6
    • Does your organization’s performance evaluation process involve aformal calibration or group review process to ensure consistency acrossratings/reviews within a group (e.g., unit, department, division)? No, 46% Yes, 54% Note: n = 463. Respondents who answered “Don’t know” were excluded from this analysis. Only respondents whose organizations had a formal employee performance evaluation process were asked this question. SHRM/APTMetrics Poll: Performance Management & Other Workplace Practices ©SHRM 2011 7
    • Are HR representatives included in all or a majority of these formalcalibration or group review meetings? Yes, and they actively participate 61% No, but HR does attend meetings when 17% requested or under certain circumstances Yes, but they just facilitate and do not 15% actively participate No, HR seldom or never attends 2% Other 5%Note: n = 249. Only respondents whose organizations had a formal calibration or group review process were asked this question. SHRM/APTMetrics Poll: Performance Management & Other Workplace Practices ©SHRM 2011 8
    • How often are employee ratings changed in formal calibration or groupreview meetings? 63% 35% 2% Never Infrequently Regularly Note: n = 242. Only respondents whose organizations had a formal calibration or group review process were asked this question. SHRM/APTMetrics Poll: Performance Management & Other Workplace Practices ©SHRM 2011 9
    • Which statements reflect the most frequent reasons changes are madeto employee evaluations during the formal calibration or group reviewmeetings? People managers were not rating employees 69% consistently across the organization A people manager learns new information regarding an employees performance based on 45% input from others in the group meetingChanges are made to fit the ratings to a planned 39% distribution Changes are made to fit the demographic distributions (e.g., race, gender, age) of ratings 5% provided by HR or legal departments Other 6%Note: n = 236. Percentages do not total 100% due to multiple response options. Only respondents whose organizations indicated that employee ratings werechanged “infrequently” or “regularly” were asked this question. SHRM/APTMetrics Poll: Performance Management & Other Workplace Practices ©SHRM 2011 10
    • Please answer the following questions about the use of theCompetency Models performance management process Does your IF YES, has your organization formally validated this practice organization use (e.g., conducted job analyses, survey of job importance with subject matter this practice? experts, statistical analyses, formal report or technical documentation)? Formally Planning to Formally Not Formally Yes No Validated Validate or in Progress ValidatedOrganizationwide core 69% 31% 64% 8% 28%competency model (n = 387)Organizationwide competencymodels that differ by job level 61% 39% 67% 10% 24%(e.g., executive, management,individual contributor) (n = 387)Business unit/division/function 45% 55% 56% 14% 31%competency models (n = 358)Position-specific competency 51% 49% 56% 12% 32%models (n = 383)Note: Percentages may not total 100% due to rounding. Respondents who answered “Don’t know” were excluded from this analysis. Onlyrespondents whose organizations had a formal employee performance evaluation process were asked this question. SHRM/APTMetrics Poll: Performance Management & Other Workplace Practices ©SHRM 2011 11
    • Please answer the following questions about the use of the Quantitative Performance Metrics performance management process Does your IF YES, has your organization formally validated this practice (e.g., organization use conducted job analyses, survey of job importance with subject matter this practice? experts, statistical analyses, formal report or technical documentation)? Planning to Formally Not Formally Yes No Formally Validated Validate or in Progress ValidatedOrganizationwide core quantitativeperformance metrics (e.g., units 53% 47% 60% 5% 35%produced, sales, profit margin) (n =346)Organizationwide quantitativeperformance metrics that differ byjob level (e.g., executive, 52% 48% 62% 5% 33%management, individual contributor)(n = 341)Business unit/division/functionquantitative performance metrics (n 66% 34% 54% 4% 42%= 350)Position-specific quantitative 59% 41% 55% 7% 38%performance metrics (n = 332)Individual or job-specificperformance goals (e.g., SMART 87% 13% 40% 5% 56%goals) (n = 382)Note: Percentages may not total 100% due to rounding. Respondents who answered “Don’t know” were excluded from this analysis. Onlyrespondents whose organizations had a formal employee performance evaluation process were asked this question. SHRM/APTMetrics Poll: Performance Management & Other Workplace Practices ©SHRM 2011 12
    • Does your organization tie incentive pay for management to theachievement of diversity goals? Yes, 22% No, 78% Note: n = 382. Respondents who answered “Don’t know” or “Not applicable” were excluded from this analysis. SHRM/APTMetrics Poll: Performance Management & Other Workplace Practices ©SHRM 2011 13
    • Does your organization formally and specifically tie diversity policiesand programs to business strategies? No, 41% Yes, 59% Note: n = 381. Respondents who answered “Don’t know” were excluded from this analysis. SHRM/APTMetrics Poll: Performance Management & Other Workplace Practices ©SHRM 2011 14
    • Which open positions does your organization post internally? Nonmanagement salaried employees 93% Other management 91% (e.g., directors, managers) Nonmanagement hourly employees 90% Executive/upper management 36% (e.g., VP, SVP, CEO, CFO) Other 8%Note: n = 434. Percentages do not total 100% due to multiple response options. SHRM/APTMetrics Poll: Performance Management & Other Workplace Practices ©SHRM 2011 15
    • Organizations that conduct frequent comprehensive (qualitative and statistical analysis) monitoring of compliance with policies related to the following HR processes for each group/department Performance Incentive Performance Base Pay Promotion Succession Appraisal Compensation Goals Decisions Decisions Decisions Ratings DecisionsLocal/business unit 22% 19% 32% 25% 33% 26%HR (n = 325-368)Corporate HR 21% 16% 34% 40% 24% 29%(n = 334-363)EEO or diversity 16% 12% 16% 12% 13% 10%office (n = 271-301)Legal (internal) 11% 9% 12% 12% 8% 8%(n = 294-329)Legal (external) 6% 6% 8% 6% 5% 4%(n = 262-289)Line management 12% 15% 17% 16% 19% 14%(n = 309-341)Other (n = 37-57) 2% 5% 8% 17% 4% 9%Note: Percentages do not total 100% due to multiple response options. Respondents who answered “Not applicable” were excluded from this analysis. Onlyrespondents whose organizations had a formal employee performance evaluation process were asked this question. Percentages represent “5 =frequent/comprehensive (qualitative and statistical analysis) monitoring” responses from the following scale: 0 = none, this group does not have thisresponsibility; 1 = minor/occasional/random checks (qualitative checks only); 2 = regular/general spot checks (qualitative only); 3 = regular/general spot checks(statistical only); 4 = regular/general spot checks (qualitative and statistical); 5 = frequent/comprehensive (qualitative and statistical analysis). SHRM/APTMetrics Poll: Performance Management & Other Workplace Practices ©SHRM 2011 16
    • What HR decisions can an employee appeal through a formal process? Performance appraisal ratings 86% Promotion decisions (not 63% related to succession planning) Performance goals 62% Base pay decisions 51% Incentive compensation 32% decisions (e.g., stock, bonus) Succession decisions 32%Note: n = 305. Percentages do not total 100% due to multiple response options. Respondents who answered “Don’t know” or “Not applicable” were excludedfrom this analysis. SHRM/APTMetrics Poll: Performance Management & Other Workplace Practices ©SHRM 2011 17
    • Demographics: Organization IndustryManufacturing 25%Retail trade 15%Health care and social assistance 14%Professional, scientific and technical services 9%Other services except public administration 9%Finance and insurance 9%Transportation and warehousing 7%Educational services 6%Accommodation and food services 5%Information, publishing industries 4%Utilities 4%Wholesale trade 2%Mining 2%Administrative and support ,and waste management and remediation services 1%Arts, entertainment and recreation 1%Construction of buildings, heavy and civil engineering construction, specialty trade contractors 1%Agriculture, forestry, fishing and hunting 1%Management of companies and enterprises 1%Repair and maintenance 1%Religious, grant-making, civic, professional and similar organizations 1%Personal and laundry services 0%Public administration 0%Private households 0%Real estate and rental and leasing 0%Note: n = 378. Percentages do not total 100% due to multiple response options. SHRM/APTMetrics Poll: Performance Management & Other Workplace Practices ©SHRM 2011 18
    • Demographics: Organization Sector Publicly owned for-profit organization 63% Privately owned for-profit organization 24% Nonprofit organization 8% Government sector 3% Other 2% n = 376 SHRM/APTMetrics Poll: Performance Management & Other Workplace Practices ©SHRM 2011 19
    • Demographics: Organization Staff Size 26% 24% 19% 18% 14% 2,500 to 9,999 10,000 to 17,499 17,500 to 24,999 25,000 to 49,999 50,000 or more employees employees employees employees employees n = 367 SHRM/APTMetrics Poll: Performance Management & Other Workplace Practices ©SHRM 2011 20
    • Demographics: OtherDoes your organization have U.S.- Is your organization a single-unit company or abased operations (business units) only multi-unit company?or does it operate multi-nationally? Single-unit company: A company in which the location and the company are one 3% U.S.-based operations only 29% and the same. Multi-unit company: A company that has Multinational operations 71% 97% more than one location.n = 385 n = 387 Are HR policies and practices determined by the What is the HR department/function multi-unit corporate headquarters, by each work for which you responded throughout location or both? this survey? Multi-unit headquarters determines HR policies 38% and practices Corporate (company wide) 41% Each work location determines HR policies and Business unit/division 39% 1% practices Facility/location 21% A combination of both the work location and the multi-unit headquarters determine HR policies 61% n = 377 and practices n = 378 Note: Percentages may not total 100% due to rounding. SHRM/APTMetrics Poll: Performance Management & Other Workplace Practices ©SHRM 2011 21
    • SHRM/APTMetrics Poll: Workplace Practices Methodology  Response rate = 11%  Sample composed of 510 randomly selected HR professionals from SHRM’s membership who worked in organizations with 2,500 or more employees.  Margin of error +/- 4%  Survey fielded August 22-September 12, 2011 For more poll findings, visit www.shrm.org/surveys Follow us on Twitter: http://twitter.com/SHRM_Research SHRM/APTMetrics Poll: Performance Management & Other Workplace Practices ©SHRM 2011 22