Will you advocate for or against abandoning reliance on the annual performance review? There are many reasons talent management professionals are debating this topic – with research indicating that people’s strengths generate their best performance and are responsible for the most improvement in their performance outcomes. It is well understood at the formal annual report card does not create value equivalent to the resources invested to carry out the process. We know employees have a strong desire for real-time feedback in their search of meaningful work. So how do we make solving these challenges the central focus to creating value through performance management? The opportunity to achieve objectives meaningful to the organization and the employee are further complicated by the gig economy. As employees move in and out and within the organization, leaders must find ways to quickly ramp up the relationship and trust while putting greater emphasis on the integration of performance conversations and personal development. Coaching skills of leaders must be honed to ensure engagement and productivity between and among teams. The presence of freelance workers within the organization amplifies the need for leaders to quickly articulate expectations of the job and host insightful conversations, drive strategy execution by delivering feedback and development opportunities, and gather and share the most detailed view of available talent. Webcast Highlights: Why on-going feedback and coaching is crucial for accelerating performance for all types of employment arrangements How internal mobility and development are highly dependent upon performance management efforts aligned to strategic business objectives and relevant processes What new processes can create transparency, fuel future performance based on strengths, or predict future performance levels

1. #WFwebinar
The presentation will begin at the top of the hour.
A dial in number will not be provided.
Listen to today’s webinar using your computer’s
speakers or headphones.
Welcome to the webinar!

2. #WFwebinar
Tools You Can Use
Audio Control
– A dial in number will not be provided.
– Adjust the volume by sliding the
indicator in the Media Player box to the
right.
– Also check your computer’s volume for
external speakers or headsets.

3. #WFwebinar
Tools
You
Can
Use
Speaker Bios
Resources
Media Player
Q&A
Slides
Twitter
Help
Post Event
EvaluationShare This
Group Chat
HRCI & SHRM
WF Webinars

4. #WFwebinar
Tools You Can Use
Q&A and Live Group Chat
– Enter your first name and initial and
join the live discussion with other
webinar attendees
– Enter technical or content-related
questions into the Q&A box
– Type your question in the space at
the bottom.
– Click “Submit.”
Q&A
Group Chat

5. #WFwebinar
1. May I receive a copy of the slides?
YES! Click on the resource list located on the top right portion
of your screen.
2. May I review the webinar recording at a later date?
YES! You may log in again using today’s link to review the
presentation on-demand.
3. Is this webinar HRCI or SHRM certified?
YES! The HRCI certification code will appear in the box to the
right of the slides after the required watch-time has
elapsed.
Frequently
Asked
Ques6ons

6. • Anne7e
Wellinghoff
• Vice
President,
HCM
• Transforma5on
&
Thought
Leadership
@AYWellinghoff

7. Modern
HR
Evolving
Performance
Management
AnneCe
Wellinghoff
Vice
President
HCM
Transforma5on
July
20,
2016

8. Copyright
©
2016
Oracle
and/or
its
affiliates.
All
rights
reserved.
|
The
Great
Debate
8

9. Copyright
©
2016
Oracle
and/or
its
affiliates.
All
rights
reserved.
|
Oracle
Confiden5al
–
Highly
Restricted
9
The
best
performance
management
solu5on
requires
HR
to
offer
a
combina5on
of
process
and
technology
that
prompts
those
involved
to
think
and
act
in
the
best
interest
of
the
overall
mission
and
purpose
of
the
organiza5on.

10. Copyright
©
2014
Oracle
and/or
its
affiliates.
All
rights
reserved.
10
Purpose
must
drive
process
in
order
to
create
value.
-­‐

11. Copyright
©
2014
Oracle
and/or
its
affiliates.
All
rights
reserved.
Poll
Where
does
focused
investment
in
performance
management,
including
technology,
fall
on
your
organiza5ons
priority
list?
11

12. Copyright
©
2014
Oracle
and/or
its
affiliates.
All
rights
reserved.
12
Ongoing
feedback
Eliminate
ra5ngs
Reward
distribu5on
Crowd
source
feedback

13. Copyright
©
2014
Oracle
and/or
its
affiliates.
All
rights
reserved.
Performance
management
crucial
for
improving
execu5on
of
business
strategy
that
leads
to
revenue
and
profitability
outcomes
13

14. Copyright
©
2014
Oracle
and/or
its
affiliates.
All
rights
reserved.
14
Focus
on
breaking
down
silos,
speeding
up
execu5on
and
increasing
global
reach.
All
driving
the
need
for
agile
talent
processes.

15. Copyright
©
2014
Oracle
and/or
its
affiliates.
All
rights
reserved.
15
Lack
of
alignment
between
processes
to
manage
talent,
performance
and
rewards
is
a
significant
barrier
to
achieving
growth.

16. Copyright
©
2014
Oracle
and/or
its
affiliates.
All
rights
reserved.
16
Rethinking
Performance
Management
Strategic
Alignment
Effec5ve
Process
Reward
Objec5ves

17. Copyright
©
2014
Oracle
and/or
its
affiliates.
All
rights
reserved.
Copyright
©
2014
Oracle
and/or
its
affiliates.
All
rights
reserved.
Cueng
Edge
Performance
Management
Prac5ces
Unique
organiza5ons
par5cipated
in
the
study
Reviews
Without
Ra5ngs
Only
Crowd-­‐sourced
performance
feedback
only
<
1%
244
3%
37%
Ongoing
Feedback
Only
Large-­‐scale,
on-­‐line
survey
of
organiza4ons
using
at
least
one
of
three.
Sources: 2016
University
of
Southern
California,
Center
for
Effec5ve
Organiza5ons

18. Copyright
©
2014
Oracle
and/or
its
affiliates.
All
rights
reserved.
Copyright
©
2014
Oracle
and/or
its
affiliates.
All
rights
reserved.
Cueng
Edge
Plus
One
Core
Process
18
Cascading
Goals
360
Feedback
Greatly
Simplified
Ra5ngs
47%
89%
83%
83%
Competency
Assessments
PLUS
One
Exis5ng
Prac5ce
Three
CuQng
Edge
Calibra5on
Mee5ngs
Team
or
Unit
Assessment
75%
81%
Sources: 2016
University
of
Southern
California,
Center
for
Effec5ve
Organiza5ons

19. Copyright
©
2014
Oracle
and/or
its
affiliates.
All
rights
reserved.
19
Strategic
Combina5ons
and
Effec5veness
Ra5ng
5.74
Three
cueng
edge
+
delivering
useful
feedback
to
employees
5.35
Three
cueng
edge
+
strategic
alignment
5.71
Three
cueng
edge
+
suppor5ng
company
values
5.34
Three
cueng
edge
+
process
effec5veness
5.29
Three
cueng
edge
+
improved
experience
Effec5veness
By
Prac5ce
Combina5on
7=
Extremely
Effec5ve
1
=
Not
At
All
Effec5ve
Source:
2016
University
of
Southern
California,
Center
for
Effec5ve
Organiza5ons
Source 2016
University
of
Southern
California,
Center
for
Effec5ve
Organiza5ons

20. Copyright
©
2014
Oracle
and/or
its
affiliates.
All
rights
reserved.
Poll
Reflec5ng
on
insights
shared
what
business
drivers
are
most
compelling
your
organiza5on?
20

21. Copyright
©
2014
Oracle
and/or
its
affiliates.
All
rights
reserved.
History
Provides
Context
From
“silent
monitor”
to
managing
disciplinary
and
low
performance
issues.
21

22. Copyright
©
2014
Oracle
and/or
its
affiliates.
All
rights
reserved.
Informa5on
&
Telecommunica5ons
Revolu5on
Programs
meet
individual
needs
-­‐-­‐
cascading
goals,
ra5ngs
based
on
competencies,
simplified
ra5ngs
and
calibra5on
mee5ngs
22

23. Copyright
©
2014
Oracle
and/or
its
affiliates.
All
rights
reserved.
Today
Effec5ve
Collabora5on
is
the
Core
of
Value
Crea5on
23

24. Copyright
©
2014
Oracle
and/or
its
affiliates.
All
rights
reserved.
24
Enterprise
Contributor
Is
New
High
Performer
+ =
2015
CEB
Employee
Model
of
Performance

25. Copyright
©
2014
Oracle
and/or
its
affiliates.
All
rights
reserved.
Core
of
Quick
Win
Opportunity
25
Eight
out
of
ten
“Right
Thing
To
Do”
40%
have
capabili5es-­‐
Priori5za5on
Team
work
Problem
solving
Organiza5onal
awareness
2015
CEB
Analysis
in
Execu5ve
Guidance

26. Copyright
©
2014
Oracle
and/or
its
affiliates.
All
rights
reserved.
Compe5ng
Priori5es
of
Stakeholders
26

27. Copyright
©
2014
Oracle
and/or
its
affiliates.
All
rights
reserved.
Poll
What
stage
of
the
Performance
Management
Journey?
27

28. Copyright
©
2014
Oracle
and/or
its
affiliates.
All
rights
reserved.
28

29. Copyright
©
2014
Oracle
and/or
its
affiliates.
All
rights
reserved.
29

31. #WFwebinar
Please complete the
webinar evaluation.

32. #WFwebinar
Register for the next Webinar!
Mind the Gap: New Laws
Affecting HR Professionals
Wednesday, July 27, 2016
Webinars start at 2 p.m. Eastern / 11 a.m. Pacific
Register for all upcoming Workforce Webinars at
events.workforce.com/webinars
OR click the icon on the widget bar!