This document discusses paying employees based on their contribution rather than just performance or competencies alone. It defines contribution-related pay as linking pay to both performance results and competence. The key elements are setting clear expectations and rules for pay progression based on deliverables, competencies, and behaviors. An effective performance management process is emphasized, with planning, managing, reviewing, and rewarding performance. Getting the details right requires sound competency frameworks, regular feedback-focused coaching, and a focus on raising rather than rating contribution. Pulling it all together requires building manager capability, deciding how it fits the existing culture, starting payment as soon as practical, communicating openly, and having top-level clarity and commitment.
HR for Non HR_Performance Management Systemazischin
This presentation, titled "HR for Non HR: Performance Management," explores the critical aspects of effective performance management in the workplace. The deck covers the evolution of performance management, its significance for individuals, teams, and organizations, and the nine success criteria for an effective performance management system. It also delves into the importance of clear goal setting, performance feedback, performance differentiation, and managing poor performance. Additionally, the presentation addresses the legal implications of performance improvement plans and the risks of unfair dismissal and wrongful termination.
HR for Non HR_Performance Management Systemazischin
This presentation, titled "HR for Non HR: Performance Management," explores the critical aspects of effective performance management in the workplace. The deck covers the evolution of performance management, its significance for individuals, teams, and organizations, and the nine success criteria for an effective performance management system. It also delves into the importance of clear goal setting, performance feedback, performance differentiation, and managing poor performance. Additionally, the presentation addresses the legal implications of performance improvement plans and the risks of unfair dismissal and wrongful termination.
Performance management (PM) includes activities which ensure that goals are consistently being met in an effective and efficient manner. Performance management can focus on the performance of an organization, a department, employee, or even the processes to build a product or service, as well as many other areas.
PM is also known as a process by which organizations align their resources, systems and employees to strategic objectives and priorities.[1]
Emerging Trends in Performance Management: Diagnose, Discern & Develop - Part 1Cornerstone OnDemand
In this session, Jeremy Spake, Principal Consultant, Advisory Services for Cornerstone OnDemand, will explore several emerging trends through examining case studies of companies using these new performance management concepts. Discussing specific actions, Mr. Spake steps us through how to diagnose your current performance strategy, the benefits the latest trends have on employee engagement as it pertains to performance management, as well as discerning between learning activities and development achievement.
Measuring Performance: Linking Money To Mission4Good.org
In the mission-oriented nonprofit world, it can sometimes be difficult to get your team to focus on the relationship between money coming in and the organization’s ability to effectively deliver programs and services to its constituents. While top-line measures are exciting they can also be distracting and counterproductive if they are not properly accounted for and effectively presented. Peeling back the covers on your finance organization can help your team, executive director, staff and board members truly understand your financial situation and see how finances directly impact programs. Financial operations reviews deliver insight. Reviews help organizations move beyond budgets and expenses into staffing, policies and processes. You will learn…
• The 5 “must ask” questions
• The 3 reports you should study
• The secrets of financial management
• How to determine financial viability of new programs and link money with mission
Nonprofit organizations that invest in talent-focused succession planning are better positioned to manage organizational challenges and changes. An effective Succession plan assures the recruitment of top-notch talent, effective development of critical skills and knowledge, and adequate preparation for advancement or promotion to other roles. This webinar, hosted by Irene Cruz, Client Success Manager at Cornerstone OnDemand, is the conclusion to a special two-part series on best practices in Succession Management for nonprofits.
By providing regular feedback to your employees, you drive accountability and productivity within your business. This also is one of the largest predictors of employee engagement. A company without regular feedback loses the ability to make direct connections between employees and management. In addition, employees who achieve their goals and who are appropriately rewarded will continue to drive high performance. This session outlines the essentials of performance management and structuring rewards to best engage and motivate employees.
Rewarding Employees for their efforts and inputs is a sure shot way to increase employee motivation and morale.An effective performance appraisal is a balanced finely tuned system that ensures a Win-Win situation to both the employer and the employee. Here are the basics decoded.
Its has taken me 2 months to make this presentation on Job Evaluation which is based on mine actual learning & practice in my previous organization
Please click like & forward it others too
Please give your feedback & keep following
Rahul Kunwar
rajcite@gmail.com
+918051139888
Performance management (PM) includes activities which ensure that goals are consistently being met in an effective and efficient manner. Performance management can focus on the performance of an organization, a department, employee, or even the processes to build a product or service, as well as many other areas.
PM is also known as a process by which organizations align their resources, systems and employees to strategic objectives and priorities.[1]
Emerging Trends in Performance Management: Diagnose, Discern & Develop - Part 1Cornerstone OnDemand
In this session, Jeremy Spake, Principal Consultant, Advisory Services for Cornerstone OnDemand, will explore several emerging trends through examining case studies of companies using these new performance management concepts. Discussing specific actions, Mr. Spake steps us through how to diagnose your current performance strategy, the benefits the latest trends have on employee engagement as it pertains to performance management, as well as discerning between learning activities and development achievement.
Measuring Performance: Linking Money To Mission4Good.org
In the mission-oriented nonprofit world, it can sometimes be difficult to get your team to focus on the relationship between money coming in and the organization’s ability to effectively deliver programs and services to its constituents. While top-line measures are exciting they can also be distracting and counterproductive if they are not properly accounted for and effectively presented. Peeling back the covers on your finance organization can help your team, executive director, staff and board members truly understand your financial situation and see how finances directly impact programs. Financial operations reviews deliver insight. Reviews help organizations move beyond budgets and expenses into staffing, policies and processes. You will learn…
• The 5 “must ask” questions
• The 3 reports you should study
• The secrets of financial management
• How to determine financial viability of new programs and link money with mission
Nonprofit organizations that invest in talent-focused succession planning are better positioned to manage organizational challenges and changes. An effective Succession plan assures the recruitment of top-notch talent, effective development of critical skills and knowledge, and adequate preparation for advancement or promotion to other roles. This webinar, hosted by Irene Cruz, Client Success Manager at Cornerstone OnDemand, is the conclusion to a special two-part series on best practices in Succession Management for nonprofits.
By providing regular feedback to your employees, you drive accountability and productivity within your business. This also is one of the largest predictors of employee engagement. A company without regular feedback loses the ability to make direct connections between employees and management. In addition, employees who achieve their goals and who are appropriately rewarded will continue to drive high performance. This session outlines the essentials of performance management and structuring rewards to best engage and motivate employees.
Rewarding Employees for their efforts and inputs is a sure shot way to increase employee motivation and morale.An effective performance appraisal is a balanced finely tuned system that ensures a Win-Win situation to both the employer and the employee. Here are the basics decoded.
Its has taken me 2 months to make this presentation on Job Evaluation which is based on mine actual learning & practice in my previous organization
Please click like & forward it others too
Please give your feedback & keep following
Rahul Kunwar
rajcite@gmail.com
+918051139888
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
VAT Registration Outlined In UAE: Benefits and Requirementsuae taxgpt
Vat Registration is a legal obligation for businesses meeting the threshold requirement, helping companies avoid fines and ramifications. Contact now!
https://viralsocialtrends.com/vat-registration-outlined-in-uae/
Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
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➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
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➢ Korean President visits Samsung Electronics R&D Center
➢ Vietnam Food Expo with Lotte Wellfood
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
2. Rewarding Contribution
• What do we really mean by Contribution related pay and how is it
different from PRP?
• What are the key building blocks?
• What do you have to do to get this right?
3. What Do We Mean By Contribution Related
Pay?
• ‘a new concept in contingent pay design which links pay both to
performance, as measured by results, and competence’
4. How Much Of It Is There About? (2)
‘Paying for contribution will be the most popular method of rewarding managers
and staff. Such an approach reflects a general dissatisfaction with flat rate market
rises ……. but it also reflects problems experienced with pay progression linked
solely to individual performance (outputs) with no appreciation of how they are
achieved, and with progression exclusively linked to skills or competencies
(inputs) with no recognition of results.’
CIPD Reward Management Survey 2004
5. A New Direction?
• People as costs
• Tends to focus on individual
• One Dimensional results focus
• Rewards immediate past performance
• Little recognition of motivation
research
• Or the key role of line managers
• Simplistic
• Tends to be controlled by HR
• Pay links usually a fixed formula
• Discretionary effort-people as assets
• Focus on team and individual
• Investment in skills/behaviours for the
future
• Results matter too – but look at
interdependencies
• Draws on commitment/
engagement/motivation research
• Capability is crucial
• Tends to be owned by users
• Variety of reward methods
FROM
Pay for performance
TO
Pay for Contribution
6. Key Elements
• Constructive focus
• Clear rules of the game on personal and pay progression
• Based on:
• an agreement on deliverables/results
• and
• acquisition and use of competences required for current role e.g. IT skills
• behaviours acknowledged as key to success (e.g. customer orientation, respect for others,
partnership working, developing others)
• base pay progression and variable pay – best fit for level/role
• Performance management as the key vehicle for continuing dialogue on delivery
and development
7. • Establishing individual/team objectives
• Describing job expectations
• Describing competencies and planning
improvements
• Describing tasks
• Training and development planning
• Agreeing performance standards
• Coaching
• Counselling
• Feedback and day-to-day planning
meetings
• Self monitoring
• Monitoring training & development
activities
• Formal review of performance
• Performance measurement
• Formal team feedback sessions
• Individual self-review
• Peer group and upwards appraisal
• 360 degree
• Praise
• Promotion/Job enrichment
• Links to individual and/or team pay
• Prizes
• Special Awards
• Other forms of recognition
Managing
Performance
Reviewing
Performance
Planning
Performance
Rewarding
Performance
A
‘Virtuous Cycle’
A Reminder About Performance Management
8. High
High
Impact on the
Organisation
Low
An ongoing
Management Process
(2)
Competency Based
(‘Mixed Model’)
(3)
Organisation/Culture
Change Process
(5)
Level of Intervention
Degree of integration with other
HR and related processes/
Management Capability
‘A once a Year
Event
(1)
Holistic
Process
(4)
The Impact of Performance Management
AIMS
Feature
of PM
Process
‘We want to
improve our skills
in objective
setting/appraising’
‘Once a year event’
• Not integrated
• Little managing
of performance
‘We want to
improve our
appraisal scheme’
‘We want to
integrate
competencies and/or
skills in our appraisal
process’
‘We want to ink up our
PM process to other
initiatives/ processes
e.g. Investors in People,
Business Process Re-
design, Business
Planning, EFQM
‘We want to transform
how we operate’
Business Process Re-
engineering
‘An integrated
management process
covering four phases –
Planning, Managing,
Reviewing and
Rewarding
A competency-based
integrated PM
process
A holistic process with
explicit links to other
initiatives/ processes
360 feedback usually
involved
PM process part of an
integrated HR project –
Pay, Work Definition,
Organisation Change,
Benefits Management
9. And The Impact On Pay ….
Not
Relevant
Manage
Exceptions
Only
Decisions
on Rating
Rating
and Pay
Total
Ownership
Fixed
Increments
Flexible
Increments
Pay
matrix
Flexible
Guidelines
Line Management
held Budget
Strength
of Message
Management
Capability
HIGH
HIGH Pay Progression Mechanism
LOW
10. Making Contribution related pay work
requires:
• Clarity about organisational strategy and plans and requirements they will make
on:
• Departments, teams and individuals
• Values that recognise that ‘how’ can be as or more important as ‘what’
• Skill/competence frameworks that support delivery and are well understood
• Learning and development resources
• Sound performance management processes
• Clear pay progression rules linked to roles/levels (often in job families)
• Capable managers who praise achievement and confront contribution shortfalls
11. Getting The Detail Right (1)
• Are your skill/competence/competency frameworks good enough?
i.e.
• specific to role/job or career family
• linked to skills/behaviours associated with high quality delivery
• designed and used to support learning and development, recruitment
AND assessment of contribution
• supportive of your organisation’s change and transformation agenda
• Clearly communicated and understood
12. Competencies – A Reminder
Social Role
How I see my job
Self Image
What I value in myself
My Traits
My non-conscious patterns of behaviour
My Motives
Where my excitement comes from
Expert
Best in field
Aloof
Achievement
Helps people get better
Healer
Sitting by bed
Power
Outcomes
More re-admissions Earlier discharge
Dr Sharpe Dr Hart
2.2/8
Same
Same
Skills
What I can do
Knowledge
What I know
Social Role
How I see my job
Self Image
What I value in myself
My Traits
My non-conscious patterns of behaviour
My Motives
Where my excitement comes from
Expert
Best in field
Aloof
Achievement
Helps people get better
Healer
Caring
Power
Outcomes
More re-admissions
More re-admissions Earlier discharge
Earlier discharge
Dr Sharpe Dr Hart
Dr Sharpe Dr Hart
Same
Same
Skills
What I can do
Knowledge
What I know
13. Getting The Detail Right (2)
• Performance Management
• ‘Just in time’ Training/Communication, Competence – Confidence – Trust – Engagement.
• Focus on coaching/regular feedback.
• Appreciative enquiry –’what would be happening if this area of contribution was going well –
what would you/others be doing to create success?
• Focus on raising rather than rating contribution (a besetting sin of PRP).
• Recognition that managers and their people raise contribution levels – pay systems and
performance management forms/systems cannot do this.
• It is the quality of dialogue not the elegance of the paperwork that matters.
• Reward should support this.
14. Contribution Rating
• Rating is only important where contribution level is directly linked to pay decisions.
• The approach to “rating” depends on the purpose and emphasis of the performance
management process:-
Organisational
Contribution
Individual Development
Quantitative Judgments
Qualitative Indicators
Individual Remuneration
A 1 + 2 Outstanding Exceptional contribution
B 2 + 1 Superior Consistently high level of contribution
C 3 0 Fully Acceptable A good year’s work
D 4 - 1 Incomplete Acceptable contribution, some shortcomings
E 5 - 2 Marginal/Not Proven Contribution less than acceptable/learner/ achiever
• Where rating is judged essential, a 5-point scale is often used. This may be expressed in
numbers, letters and descriptors e.g.
• Words and psychology matter a lot!
15. Pulling It All Together
• Capability building will be key especially for line managers.
• Decide how this approach fits with the current culture, strategy and
existing processes.
• Start paying for personal contribution as soon as this makes sense.
• Consult, involve and put ‘L plates’ on what you do – everyone stands
to learn.
• Communicate early and often.
• Top team clarity & commitment is crucial.