Establishing clear and measureable goals for all employees in an organization is among the top 10 practices that drive business impact, according to research firm Bersin & Associates. Join us for this event — SumTotal's Director of Product Marketing will help you look beyond performance management technology to get the most out of both your people and your performance solution. Discover 10 steps that can save you time and expense as you work to drive better organizational alignment. In this webinar you’ll learn: • The 10 most important things to consider before you embark on a goal alignment project • How to position HR in the process, and what role HR professionals should play • Best practices for avoiding common pitfalls, such as planning a multitiered rollout to help goals work their way down an organization • The role that integrated talent management technology can play

1. 10 Things HR Can Do
to Help Align an
Organization’s Goals
Presented By:
Stephan Millard
Director of Product Marketing
Program ID: ORG-PROGRAM-88190

2. Agenda
■ Fundamentally, alignment is about clear, frequent communication
■ Goal alignment can have very measureable ROI
■ Technology can help, but it’s also about people & culture
■ Goal alignment is a very intuitive process
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3. Polling Question: currently, how well
aligned are your organizations goals?
■ 100% Aligned – Every employee works towards the same
company goals
■ 50%-75% Aligned – most employees and/or departments working
towards the same company goals
■ 25%-50% Aligned – Some employees and/or departments
working towards the same company goals
■ 0% Aligned – employees work on what ever they like and hope for
alignment
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4. The 10 Steps Towards Greater Alignment
1. Know the 3. Cascade 4. Ensure
2. Get buy-in
goals Goals Consistency
5. Hold 6. Reinforce 8. Encourage
7. Work the
Everyone Through Year Round
Gaps
Accountable Development Communication
10. Measure
9. Monitor
Twice and Cut
Compliance
Once
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5. 2. Get buy-in
Work with the Executive Team
• Understand organizational objectives
& how goals relate
Communicate through them
• Use existing power-centers in your
organization to drive buy-in
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6. 3. Cascade Goals
Set the goals at the top
• Make sure they are clear / measurable
Facilitate cascading the goals down
• This is where technology can help
• Try to maintain measurable alignment up
It will never be 100%!
• Goals direct & focus employees
• Goals promote better communication
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7. 4. Ensure Consistency
Cross check between groups
• Make sure groups understand their role in the overall
corporate goal(s)
Follow SMART criteria
• This is where technology can really help
• Specific, Measurable, Attainable, Realistic, Timely
Set a minimum and maximum #
• This will help managers & employees focus and
choose more carefully
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8. 5. Hold Everyone Accountable
Managers should drive accountability
• Give managers the tools to measure progress
• Provide coaching on how to maintain team focus
Systems measure progress
• Be sure to allow managers access to the tool
• Tools can empower, rather than be a burden
Executives oversee accountability
• Setup dashboard reports that can drive action
• Have regular meetings scheduled
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9. 6. Reinforce Through Development
Make sure employees have skills and tools
• Understand the required skills
• Competencies work to “quantify” skills
Implement Development Plans
• Align these to skill gaps
• These can help employees in career planning
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10. 7. Work the Gaps
Managers look at Individuals, HR looks at overall
• Again – empower managers with tools to help their employees
Partner with OD/Training teams
• This is where integrated performance & learning system helps
Track and measure
• Measure more then “course completion”
• Look for trainings effect on performance
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11. 8. Encourage Year Round Communication
Not a one time event!
• Encourage setting goals with quarterly or other interim
measurements
Send reminders to keep the message visible
• This is where completion and reports and dashboards are
useful
Work to embed in the culture
• Remember: what gets measured gets managed
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12. 9. Monitor Compliance
Give managers tool to monitor
individual compliance
HR should monitor at a
Department level
Produce regular Executive Reports
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13. 10. Measure Twice and Cut Once
Reinforce through annual appraisal process
• Appraisals can be more than goal measurement
• Think about ratings distribution to ensure objective, fair
scoring
Tie to compensation increases
• Give clear guidance up-front, this will avoid confusion
• Integrated pay-for-performance systems can help this
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14. Polling Slide: Question: In your opinion, at
what stage do most Corporate Goal
Alignment Programs fail?
■ Lack of Executive Buy-In
■ Goals not cascaded down throughout the organization
■ Lack of individual development plans
■ Not consistent throughout the year
■ Not tied to appraisals or compensation
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15. Polling Question: How is your organization
doing goal alignment today?
■ We don’t have a program / process to ensure goal alignment
■ Entirely manual process (e.g. paper / whiteboard)
■ Semi-automated – we have goals/ performance system but
aligning goals is still manual
■ Fully automated – we have a goal / performance system that does
this
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16. Most Complete – Comprehensive & End-to-end
■ Complete End-to-end
Solution
■ Broadest & Deepest
Capabilities
■ Holistic Talent Management
Workflows
■ Pervasive Embedded
Analytics
■ Seamless User Experience
■ Proven, Scalable
Architecture
■ Highly Configurable & Easy
to Use
■ Talent-based system of
record
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17. Most Experienced – Every Size Organization
Combined Company:
39 Million Users
■ 2,300+ customers
Market Share (users)
■ Global Enterprise,
Mid-Market, SMB,
Government Sector
■ Both Employee &
Extended Enterprise
Markets
■ Average 17,000 ee
■ 48% Fortune 500
Global Scalability
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18. Most Innovative - Recognized as Leader by Analysts
6+ Years in the Leader’s Quadrant (Gartner CLS MQ)
“SumTotal has established itself as the market share and mind share leader …”
2+ Years Rated “Visionary” (Gartner EPM MQ)
“…well suited for global organizations … seeking best-in-class functionality”
Global Market Share Leader for Learning (Bersin LMS Systems)
“Highly configurable” … “Market leading Learning Management” … ”best-suited to
large, global organizations.”
2+ Years Rated Highest Overall (Ventana Total Compensation)
“The top ranked supplier based on the weighted factoring of five product and two
customer assurance categories …”
Highest Rated in Product Offering (Forrester TM)
“...among the leaders for integrated performance & compensation solutions”
Highest Score Among All Vendors (Forrester)
Forrester Wave for Enterprise Learning Suites”
Highest Rated Overall (AMR Strategic HCM)
“...the broadest and most mature application suite in the strategic HCM specialist
space”
Page 18 - July 5, 2011 – PROPRIETARY AND CONFIDENTIAL

19. Summary
■ Start with what your culture / company will accept
■ Grow in phases to introduce more steps
■ Don’t forget change management – it’s about the people
■ This process can work for small companies or multi-national
organizations
Page 19 - July 5, 2011 – PROPRIETARY AND CONFIDENTIAL

20. Questions & Answers
Visit us at www.sumtotalsystems.com and through these
social channels:
@SumtotalSystems
http://www.linkedin.com/groups?home=&gid=45382
http://www.facebook.com/SumTotal.Systems
Page 20 - July 5, 2011 – PROPRIETARY AND CONFIDENTIAL

21.
–
Full
Two-­‐Day
Virtual
Event
from
9:15
a.m.
to
6:00
p.m.
ET.
–
4
Keynote
Sessions,
9
Workshops
&
over
10
Networking
Breaks.
–
Live
&
On-­‐Demand.
–
RegistraOon
is
FREE!
For
more
informaOon
&
to
register
visit
HCMconven,oncenter.com

22. Join Our Next TM Webinar
Tuesday, July 12, 2011
Strategies to Improve Employee Retention in a Diverse
Workforce Part Two: Succession Planning
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