Performance Management at Vitality Health Care
- By Dr. Ratna Sinha, Associate Professor, ISBR Business School, Bangalore
This 27 slide presentation is the destination to understand how to use the Six Thinking Hats for performance management of the organisation. It explains how to process information and solve problem with the rainbow colour hats. Each slide in his presentation includes a detailed description of a different hat colour and its application. Six hat technique explained with the Vitality Health Care Organisation, further describes, how it allows the necessary emotion and scepticism to be brought into rational decisions and opening up an opportunity for creativity within decision making. This presentation describes the nature and the contribution of each colour of the hat in different predicament circumstances.
Performance management at vitality health enterprise incDS Adi Pratomo
We studied and analyse Harvard Business Case on Performance Management for our Post Graduated Business School subject in People in Organization. Do use it as reference and work on your own analysis, but try to avoid copy and paste.
Performance Management at Vitality Health Care
- By Dr. Ratna Sinha, Associate Professor, ISBR Business School, Bangalore
This 27 slide presentation is the destination to understand how to use the Six Thinking Hats for performance management of the organisation. It explains how to process information and solve problem with the rainbow colour hats. Each slide in his presentation includes a detailed description of a different hat colour and its application. Six hat technique explained with the Vitality Health Care Organisation, further describes, how it allows the necessary emotion and scepticism to be brought into rational decisions and opening up an opportunity for creativity within decision making. This presentation describes the nature and the contribution of each colour of the hat in different predicament circumstances.
Performance management at vitality health enterprise incDS Adi Pratomo
We studied and analyse Harvard Business Case on Performance Management for our Post Graduated Business School subject in People in Organization. Do use it as reference and work on your own analysis, but try to avoid copy and paste.
A solution for the HBR case study, We Googled You. The hiring firm Hathaway Jones, seems to face a problem as they seem to have found a perfect candidate for solving their problems, but land in a fix when some unpleasant news is digged up by the HR regarding her past. WHat should they do?
the Army Crew case study is answering tree questions:
1. Why does the Varsity (V) team lose to the JV Team? (critically analyze and be specific)
2. What should Coach P do on Tuesday? Why do you recommend this action? How should he implement this action? Be specific.
3. How would you compare the Army Crew team to other types of organizational teams? What are the similarities and differences?
Analyzing the Re-invented Performance Management - A Deloitte Case StudyTathagata Banerjee
In every organization one of the most important asset is the human capital. The team that makes
the company sustainable. Based on different hierarchy of different organizations, the
“management” tries to analyze the behavior, measure the performances against some set
benchmark and help to develop the skill set of the “employee” to align them as per the strategic
goals of the organization. This continuous push for higher performance is the main reason for
“Employee” Performance management.
A solution for the HBR case study, We Googled You. The hiring firm Hathaway Jones, seems to face a problem as they seem to have found a perfect candidate for solving their problems, but land in a fix when some unpleasant news is digged up by the HR regarding her past. WHat should they do?
the Army Crew case study is answering tree questions:
1. Why does the Varsity (V) team lose to the JV Team? (critically analyze and be specific)
2. What should Coach P do on Tuesday? Why do you recommend this action? How should he implement this action? Be specific.
3. How would you compare the Army Crew team to other types of organizational teams? What are the similarities and differences?
Analyzing the Re-invented Performance Management - A Deloitte Case StudyTathagata Banerjee
In every organization one of the most important asset is the human capital. The team that makes
the company sustainable. Based on different hierarchy of different organizations, the
“management” tries to analyze the behavior, measure the performances against some set
benchmark and help to develop the skill set of the “employee” to align them as per the strategic
goals of the organization. This continuous push for higher performance is the main reason for
“Employee” Performance management.
Performance appraisal of 5 companies done by shweta-bebartaShweta Bebarta
It is a PPT which describes briefly about Performance appraisal process of 5 companies. they are - TCS, GENERAL ELECTRIC, SAP, BIG BAZAAR and TITAN. These 5 companies, which process they have adopted for appraisal and why it is good for the company?
Human Resource Development Audit is a systematic assessment of the strengths, limitations and developmental needs of its existing human resources in the context of organizational performance. This presentation describes how one can strategize a HR Audit for an organization.
Theme
Establishing performance management department in a company main features to address are:
1. Strategy Statement.
2. Process.
3. Need of the department
Introduction to Management Control Systems, Basic Concepts, Boundaries of man...SachinLad27
Introduction to Management Control Systems, Basic Concepts, Boundaries of management Control – How different from Strategy Formulation, Goal Congruence & informal factors that affect it, The Formal Control System , Functions of the Controller
Successful strategy execution has two basic rules:
understand the management cycle that links strategy
and operations, and know what tools to apply at each stage of the cycle.
OKR examples for Human resource with sample OKRs for compensation & benefits, performance improvement, performance management, employee retention, culture change, Learning & development & recruitment.
For more samples & detail guide, check
https://www.keka.com/human-resource-okr-examples/
This is an analysis on Apple's Financial condition in 2013 where there's an excess cash and recommendation on how to do financial decision based on the condition.
Artificial intelligence (AI) offers new opportunities to radically reinvent the way we do business. This study explores how CEOs and top decision makers around the world are responding to the transformative potential of AI.
The case study discusses the potential of drone delivery and the challenges that need to be addressed before it becomes widespread.
Key takeaways:
Drone delivery is in its early stages: Amazon's trial in the UK demonstrates the potential for faster deliveries, but it's still limited by regulations and technology.
Regulations are a major hurdle: Safety concerns around drone collisions with airplanes and people have led to restrictions on flight height and location.
Other challenges exist: Who will use drone delivery the most? Is it cost-effective compared to traditional delivery trucks?
Discussion questions:
Managerial challenges: Integrating drones requires planning for new infrastructure, training staff, and navigating regulations. There are also marketing and recruitment considerations specific to this technology.
External forces vary by country: Regulations, consumer acceptance, and infrastructure all differ between countries.
Demographics matter: Younger generations might be more receptive to drone delivery, while older populations might have concerns.
Stakeholders for Amazon: Customers, regulators, aviation authorities, and competitors are all stakeholders. Regulators likely hold the greatest influence as they determine the feasibility of drone delivery.
The Team Member and Guest Experience - Lead and Take Care of your restaurant team. They are the people closest to and delivering Hospitality to your paying Guests!
Make the call, and we can assist you.
408-784-7371
Foodservice Consulting + Design
Oprah Winfrey: A Leader in Media, Philanthropy, and Empowerment | CIO Women M...CIOWomenMagazine
This person is none other than Oprah Winfrey, a highly influential figure whose impact extends beyond television. This article will delve into the remarkable life and lasting legacy of Oprah. Her story serves as a reminder of the importance of perseverance, compassion, and firm determination.
Senior Project and Engineering Leader Jim Smith.pdfJim Smith
I am a Project and Engineering Leader with extensive experience as a Business Operations Leader, Technical Project Manager, Engineering Manager and Operations Experience for Domestic and International companies such as Electrolux, Carrier, and Deutz. I have developed new products using Stage Gate development/MS Project/JIRA, for the pro-duction of Medical Equipment, Large Commercial Refrigeration Systems, Appliances, HVAC, and Diesel engines.
My experience includes:
Managed customized engineered refrigeration system projects with high voltage power panels from quote to ship, coordinating actions between electrical engineering, mechanical design and application engineering, purchasing, production, test, quality assurance and field installation. Managed projects $25k to $1M per project; 4-8 per month. (Hussmann refrigeration)
Successfully developed the $15-20M yearly corporate capital strategy for manufacturing, with the Executive Team and key stakeholders. Created project scope and specifications, business case, ROI, managed project plans with key personnel for nine consumer product manufacturing and distribution sites; to support the company’s strategic sales plan.
Over 15 years of experience managing and developing cost improvement projects with key Stakeholders, site Manufacturing Engineers, Mechanical Engineers, Maintenance, and facility support personnel to optimize pro-duction operations, safety, EHS, and new product development. (BioLab, Deutz, Caire)
Experience working as a Technical Manager developing new products with chemical engineers and packaging engineers to enhance and reduce the cost of retail products. I have led the activities of multiple engineering groups with diverse backgrounds.
Great experience managing the product development of products which utilize complex electrical controls, high voltage power panels, product testing, and commissioning.
Created project scope, business case, ROI for multiple capital projects to support electrotechnical assembly and CPG goods. Identified project cost, risk, success criteria, and performed equipment qualifications. (Carrier, Electrolux, Biolab, Price, Hussmann)
Created detailed projects plans using MS Project, Gant charts in excel, and updated new product development in Jira for stakeholders and project team members including critical path.
Great knowledge of ISO9001, NFPA, OSHA regulations.
User level knowledge of MRP/SAP, MS Project, Powerpoint, Visio, Mastercontrol, JIRA, Power BI and Tableau.
I appreciate your consideration, and look forward to discussing this role with you, and how I can lead your company’s growth and profitability. I can be contacted via LinkedIn via phone or E Mail.
Jim Smith
678-993-7195
jimsmith30024@gmail.com
2. Timeline
1987 1989 1990 1991
Vitality Health
Enterprises founded in
Ames, Iowa
2009 2008 2007 1997
Establish its own
manufacturing
IPO to raise capital
Business has grow $3
million per year &
complete vertical
integration process
Vitality acquire
HerbaPure
Nutraceuticals
Grown 7000
employees, 3 quarters
global headquarters
Stagnant growth due
to global economic
Rolling out new
business strategy
3. Get a modern PowerPoint Presentation that is beautifully
designed. I hope and I believe that this Template will your Time.
Contents
Contents02
Get a modern PowerPoint Presentation that is beautifully
designed. I hope and I believe that this Template will your Time.
Contents03
Get a modern PowerPoint Presentation that is beautifully
designed. I hope and I believe that this Template will your Time.
Contents04
Current System Expected System
Ability
Recruitment Unknown Recruit highly talented research
scientist
Selection Unknown Talent selected by their competitiveness
to fit expected culture
Training &
Development
Unknown Training for all managers to develop and
motivate their subordinate
Motivation
Compensation Salaries based on combination
based salary + job evaluation
point
Modify comparative ratio based on
individual performance
Performance
Management
Same ranking for all department
function
Different way of ranking scientist and
lab engineers from marketing and
corporate associate
Culture Uniform and Populist Objective and Competitive
Environment
Organizational
Design
No validation on managers
assessment result to their
subordinate
HR do calibration on the ratings given
from managers
HR Planning Unknown Identify current and future resources
needs for organization that align with
business strategy
Organizational
Development
Unknown Align organizational development with
business strategy and goals
Behavior Performance Analysis
4. Issue & Proposed New Policy (1 from 2 Slides)
Issue Solution
Top Performance team still left with the same allotment of Top
Achiever Rankings to Their Employee
• Alt. 1: Ranking is among employee with the same position
• Alt.2 : Different Allotment Scheme between Top Performance
team, Mid Performance Team and Low Performance Team
R&D People, the Key Employee, not satisfied and motivated with
Vitality Compensation & Perf. Review.
Should the manager force to rank the scientist & Lab Engineers
like marketing and corporate Associates?
- The Performance of scientist & Lab Engineers is reviewed by how
successful their invention is.
- Different scheme of Compensation for R&D People get certain
royalty for their successful invention
There is no Training for All Changes Training to All people Manager about:
- NEW PMS System, including Policy, how to review the employee
properly
- Coaching & Performance Tracking
- Superior responsible to develop their subordinate
Line Manager cannot perform subordinate performance properly
because it’s conducted in the end of the year together with annual
planning activities.
- Track & Review the performance quarterly
- Superior evaluation is part of their Performance evaluation
5. Issue & Proposed New Policy (2 from 2 Slides)
Issue Solution
Managers automatically employee with less than 1 year. Not
Rated Ranking
- The Performance of Employee with service year more than 3
months must be evaluated by people manager
- Performance result of new employee will affect Recruitment
Team evaluation to ensure the quality of recruitment process.
Performance Management System is not only focus in Hard Skill
but Also Soft Skill such as:
- Superior ability to Train & Develop subordinate
Stock Options are limited to upper management Stock options are also eligible for top achiever