This deck was prepared for a session on #HRTech in Performance Management for a leading business school.

1. Performance
Management
Technology

2. What does
Performance
Management
mean to you? Negative
Bad newsBell-curve
Feedback
Improvement
Goals
Timelines
Alignment
Contribution

3. Performance management is a continuous process of
communication between the employee and the
employer, to help unleash and develop talent,
throughout the employee life-cycle.
Key to successful performance management is the
ability to ALIGN business goals with individual
employee goals.

4. Evolution of Performance Management
Annual appraisal
Half-yearly appraisal
Quarterly appraisal
Real-time Feedback

5. Performance Management Today
Josh Bersin Model of PM today

6. Perception about performance is mostly negative. Terms such as
bell-curve/appraisal etc has spread more harm than sanctity. It
adds fear and is most often seen as counter-productive.
Contribution can be measured by outcomes once the work is
divided into chunks of results - which adds to the final
goal/business outcome.
At SS Consulting, we use the term CONTRIBUTION instead
of PERFORMANCE. WHY so??

7. How do we
bring out the
best in
employees?

8. Action 1
Establishing a performance management
framework
MESSAGING1.
Set the tone
for mutual
sharing
Start with the
mindset that
everyone has the
potential to
perform
Use the word
contribution
instead of
performance
Be on the
employees' side

9. Action 1
Establishing a performance management
framework
2. CLARITY
Check for clarity
and
understanding
Help employees
gain clarity on
their objectives
Set expectations
explicitly

10. Action 1
Establishing a performance management
framework
3. RESOURCES
Train managers on
delivering feedback
career
conversations
Provide with
conversation guides
targeted messaging
from leaders
Conduct workshops
for managers
employees to give
receive feedback
Conduct pulse
surveys to get
employee insights

11. Action 1
Establishing a performance management
framework
4. FEEDBACK CULTURE
Build a culture of
grow in everything
you do
Create the culture of
asking for feedback
instead of giving. Solicit
reverse feedback
Conduct periodic
check-ins
establish the
benefits of ongoing
conversations
Track discuss
employee progress
to build
relationships

12. Performance drives engagement. When
people perform well, they become engaged.
The relationship goes in both directions, not
one way.
Josh Bersin Model:
Engagement Performance
enables
fuels

13. Goal-Setting Exercise
Key to a successful performance management system is the goal-setting exercise
Communicate the company goals and employees set their own goals
Help identify personal as well as professional goals
Help identify the WHY they want to achieve their goals
Identify specific actions and desired behaviors/outcomes
Build a clear plan and timelines to help employees achieve goals
Measure contribution objectively
Communicate hits and misses
Take time to celebrate

14. Technology Based
Performance
Management

15. 4 Major phases through which Technology is
affecting the HR domain by Josh Bersin
Systems of Record:
In the 1970s and
1980s, HR
technology aimed
to automate
paper
transactions and
create a more
reliable, faster
way for companies
to keep records.
Systems of Talent:
In the 1990s and 2000s,
these systems evolved
into tools to help HR
attract and manage
talent. Tools came on
the market that
tracked applicants and
ultimately gave people
helpful information to
improve the way they
did their jobs.
Systems of Engagement:
In the 2010s, HR tech
vendors shifted their
focus toward creating
integrated systems, so
that record keeping,
talent management,
employee engagement,
and other key HR
initiatives could all be in
one place.
Systems of
Engagement:
In 2020 and
beyond, the market
is moving more
toward leveraging
AI and analytics
technologies.

16. Technology driven People Processes
Quoting Dave Ulrich, Let us invest in technology such that the data derived is not just data but
is business data
Build a business case to create awareness as to why digital strategy is necessary
to make better informed decisions
Provide the necessary support for human-machine collaboration
Articulate and communicate digital business outcomes
Audit the existing state by collecting data from various resoruces
Integrate analytics and reporting
Encourage data-driven decision making
How can HR drive a digital business agenda?

17. How can we
integrate
Technology into
Performance
Management?

18. One-stop platform to capture all
performance related activities.
Features:
- Real-time feedback
- Capture, track update goals
- Record conversations progress

19. Incorporate performance management
into everyday life.
How do we enable real time feedback?
By integrating performance
management tools with products like
Gmail, Outlook, WhatsApp and other
productivity tools that employees spend
most of their time.

20. Use comprehensive analytics and
goal dashboards to get a high-level
view on performance data and use
them for informed decision making

21. Use big data and analytics to
recommend new jobs and
careers based on individual's
internal experiences promoting
internal mobility, collaboration
and career development.