“ Six Steps To Successfully Implementing Performance Management Software  ” Hosted By:   Ian Alexander  Vice President Cyt...
Ask Questions Enter Question Press Send
“  Implementing EPM Software”   <ul><li>Current Landscape </li></ul><ul><ul><li>Ten Years of Employee Performance Manageme...
“  Implementing EPM Software”   The Year 1995 B.E.P.M.
“  Implementing EPM Software”   The Year 1995 B.E.P.M. <ul><li>Performance Management Process Ineffective </li></ul><ul><u...
“  Implementing EPM Software”   EPM to the Rescue 1998 2008 First Gen w/modules First Gen Form Focused Second Gen People F...
“  Implementing EPM Software”   EPM Explosion Vendors 2005 2008 First Gen Form Focused Second Gen People Focused 2008:  $4...
“  Implementing EPM Software”   The Year 2008 A.E.P.M. <ul><li>Process Automation = More Efficient Reviews </li></ul><ul><...
<ul><li>OJ TRIAL ’08! </li></ul>“  Implementing EPM Software”   The Year 2008 A.E.P.M.
Today: EPM Data at the Heart of Most High Value Talent Functions <ul><li>Improve Recruiting Effectiveness </li></ul><ul><l...
Key Consideration: PM is a People Process, Not a Technology Process <ul><li>Focus on People/Process and Choose Technology ...
“  Implementing EPM Software”   Form Based Gen 1 Plus System
“  Implementing EPM Software”   Employee Based Gen 2 Plus System
“  Implementing EPM Software”     Six Steps <ul><li>Don’t Ask for a Pony  </li></ul><ul><li>Prepare Your Organization for ...
“   Implementing EPM Software ” Don’t Ask for a Pony – You May Just Need New Socks <ul><li>Identify 2-3 key system objecti...
“   Implementing EPM Software ” Prepare Your Organization for Lasting Change <ul><li>Engage with senior executives early t...
“  Implementing EPM Software”   Start Small, Roll Out in Phases <ul><li>Roll out functionality in phases which can be moni...
“  Implementing EPM Software”   Focus on the Employee-Manager Experience <ul><li>Median tenure of U.S. workers ages 25 to ...
“  Implementing EPM Software”   Focus on the Employee-Manager Experience <ul><li>Employees Quit Managers- Not the Company ...
“  Implementing EPM Software”   Buy Experience Not Hype <ul><li>More vendors = more choice/better products </li></ul><ul><...
“  Implementing EPM Software”   Communicate Like a Marketer, Train Relentlessly, Adjust Accordingly <ul><li>Selection/Impl...
“  Implementing EPM Software”   Communicate Like a Marketer, Train Relentlessly, Adjust Accordingly <ul><li>Selection/Impl...
“  Implementing EPM Software”     Six Steps <ul><li>Don’t Ask for a Pony  </li></ul><ul><li>Prepare Your Organization for ...
<ul><li>Cytiva’s Free Webinar series   </li></ul><ul><ul><li>Interview Techniques and Strategies for Hiring Top Performers...
“  Implementing EPM Software” <ul><li>Cytiva Software Inc. offers a wide variety of products and services to help you get ...
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Talent Talk Webinar Six Steps to Implementing a Performance Management System

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Aberdeen research shows that organizations that utilize performance management technology to support a Best in Class performance management program achieve dramatically better results than those that don’t. But, far from being a panacea, performance management software can actually hinder the efforts if companies don’t take a prudent approach to adoption. Performance management software pioneer Ian Alexander shares some of the wisdom gained from 13 years of delivering performance management solutions to thousands of organizations.

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Talent Talk Webinar Six Steps to Implementing a Performance Management System

  1. 1. “ Six Steps To Successfully Implementing Performance Management Software ” Hosted By: Ian Alexander Vice President Cytiva Software Inc.
  2. 2. Ask Questions Enter Question Press Send
  3. 3. “ Implementing EPM Software” <ul><li>Current Landscape </li></ul><ul><ul><li>Ten Years of Employee Performance Management Software (EPM) </li></ul></ul><ul><ul><li>Growth of System Complexity </li></ul></ul><ul><ul><li>Explosion of Vendors </li></ul></ul><ul><ul><li>Key Considerations </li></ul></ul><ul><li>Six Steps </li></ul>
  4. 4. “ Implementing EPM Software” The Year 1995 B.E.P.M.
  5. 5. “ Implementing EPM Software” The Year 1995 B.E.P.M. <ul><li>Performance Management Process Ineffective </li></ul><ul><ul><li>Typical lifespan: 3 years </li></ul></ul><ul><li>Workforce Unclear on Benefits of Evaluations </li></ul><ul><li>Evaluations Inconsistent, Sporadic, Even Demoralizing </li></ul><ul><li>C-Level Sees Little Value </li></ul><ul><li>“ Necessary Evil” </li></ul>
  6. 6. “ Implementing EPM Software” EPM to the Rescue 1998 2008 First Gen w/modules First Gen Form Focused Second Gen People Focused First Generation: Electronic Forms and Workflow (Horseless Carriage) First Generation (Plus): Add Features Like Comp, 360, Succession, etc. Second Generation: Focus on people, user experience and interaction Automate Process Support Promise of Talent Management Integrate People/Process/TM
  7. 7. “ Implementing EPM Software” EPM Explosion Vendors 2005 2008 First Gen Form Focused Second Gen People Focused 2008: $409 Million Spent on EPM (Bersin) More than 30 Vendors Result: Complexity, slow line manager adoption, dissatisfaction First Gen w/modules Adopters 1998
  8. 8. “ Implementing EPM Software” The Year 2008 A.E.P.M. <ul><li>Process Automation = More Efficient Reviews </li></ul><ul><li>Employees Often Forced to Use Confusing Systems in the Name of Data Collection/TM Process Integration </li></ul><ul><li>HR Often Overwhelmed with Technology/Data Issues at the Expense of Strategic Outcomes </li></ul><ul><li>C-Level Sees HUGE Value Beyond CYA (and are expecting results) </li></ul><ul><li>Performance Management Process Ineffective </li></ul><ul><ul><li>Typical lifespan: 2 Years </li></ul></ul>
  9. 9. <ul><li>OJ TRIAL ’08! </li></ul>“ Implementing EPM Software” The Year 2008 A.E.P.M.
  10. 10. Today: EPM Data at the Heart of Most High Value Talent Functions <ul><li>Improve Recruiting Effectiveness </li></ul><ul><li>Tie Pay to Performance </li></ul><ul><li>Identify High Potential Employees </li></ul><ul><li>Focus Training $ Around Strategic Objectives </li></ul>Training/ Development Succession/ Workforce Planning Compensation Recruiting EPM
  11. 11. Key Consideration: PM is a People Process, Not a Technology Process <ul><li>Focus on People/Process and Choose Technology That Supports Your Goals </li></ul><ul><li>Take It One Step at a Time </li></ul><ul><li>Get PM Right Before You Expand </li></ul><ul><li>New Gen 2 Tools Available </li></ul>Priority One: Get This Right Training/ Development Succession/ Workforce Planning Compensation Recruiting EPM
  12. 12. “ Implementing EPM Software” Form Based Gen 1 Plus System
  13. 13. “ Implementing EPM Software” Employee Based Gen 2 Plus System
  14. 14. “ Implementing EPM Software” Six Steps <ul><li>Don’t Ask for a Pony </li></ul><ul><li>Prepare Your Organization for Lasting Change </li></ul><ul><li>Start Small, Roll Out in Phases </li></ul><ul><li>Focus on the Employee-Manager Experience </li></ul><ul><li>Buy Experience Not Hype </li></ul><ul><li>Communicate Like a Marketer, Train Relentlessly, Adjust Accordingly </li></ul>
  15. 15. “ Implementing EPM Software ” Don’t Ask for a Pony – You May Just Need New Socks <ul><li>Identify 2-3 key system objectives (i.e., all employees complete annual goals, all reviews completed on time) and evaluate feature “requirements” against those desired outcomes </li></ul><ul><li>Allow managers and employees to use the system. Use feedback to discover what features were core to their needs </li></ul><ul><li>Advanced functions such as metrics, dashboards, or gap analysis require at least a year, and often two years of consistent and reliable performance data to deliver value </li></ul>
  16. 16. “ Implementing EPM Software ” Prepare Your Organization for Lasting Change <ul><li>Engage with senior executives early to define key business metrics such as reduced costs, or improved customer service scores, and clearly demonstrate how these metrics will be tracked, reported on, and achieved </li></ul><ul><li>Develop a communication and training plan to clearly communicate the changes that are coming and explain WIIFU (what’s in it for US). </li></ul><ul><li>Identify resources beyond IT and HR. Set specific roles and deliverables for others in the organization, including resources to address the myriad of change management issues </li></ul><ul><li>Don’t be opposed to fielding questions, complaints, push-back and excuses for why things won’t work </li></ul>
  17. 17. “ Implementing EPM Software” Start Small, Roll Out in Phases <ul><li>Roll out functionality in phases which can be monitored and adjusted, and expect the full solution implementation to take months, not weeks </li></ul><ul><li>Consider starting with a business unit or location as a pilot group. Pick disciplined, motivated leader who values performance management and will champion the system </li></ul><ul><li>Focus initial efforts on a few key outcomes (i.e., reviews completed on time, or all employees receiving a review) and measure results. Then expand feature implementation or enterprise-wide utilization. Extra features get discounted or ignored because their value is neither established nor understood by users </li></ul>
  18. 18. “ Implementing EPM Software” Focus on the Employee-Manager Experience <ul><li>Median tenure of U.S. workers ages 25 to 34 is 2.9 years (BLS) </li></ul><ul><li>Employers will replace upwards of 60% of their staff over the next 3 years ( National Institute of Business Management) </li></ul><ul><li>Cost of replacing a typical professional: 1.5 X salary (SHRM/ASTD) </li></ul><ul><li>A company of 250 employees could spend upwards of $11M </li></ul>
  19. 19. “ Implementing EPM Software” Focus on the Employee-Manager Experience <ul><li>Employees Quit Managers- Not the Company </li></ul><ul><li>Focus On Employee/Manager Interaction Over Back End Functionality </li></ul><ul><li>Design Your Process to: </li></ul><ul><ul><li>Provide employees insight into expectation and measurement </li></ul></ul><ul><ul><li>Give visibility to employees’ contribution to organizational objectives </li></ul></ul><ul><ul><li>Include/encourage regular face-to-face time for career aspirations and personal development </li></ul></ul><ul><ul><li>Provide tools for tracking performance, feedback and providing coaching </li></ul></ul><ul><ul><li>Include peer, self and manager feedback </li></ul></ul><ul><ul><li>Make evaluations a two-way dialog </li></ul></ul>
  20. 20. “ Implementing EPM Software” Buy Experience Not Hype <ul><li>More vendors = more choice/better products </li></ul><ul><li>Who are you buying from? </li></ul><ul><ul><li>Experience/domain expertise (developers, product managers, sales reps, executives, etc) </li></ul></ul><ul><ul><li>Gen 1-plus or Gen 2? </li></ul></ul><ul><li>How hands-on will vendor be? </li></ul><ul><ul><li>Longer, phased roll outs mean need for more support from vendor </li></ul></ul><ul><ul><li>Will you be a key customer or one of thousands with an 800 support number </li></ul></ul><ul><li>Avoid buzz words like web 2.0, tag clouds, spinning baseball cards, social networking </li></ul>
  21. 21. “ Implementing EPM Software” Communicate Like a Marketer, Train Relentlessly, Adjust Accordingly <ul><li>Selection/Implementation Just the First Step </li></ul><ul><ul><li>Sell the benefits of using the system in term of WIIFU – what’s in it for us </li></ul></ul><ul><ul><li>Solicit and distribute internal success stories. </li></ul></ul><ul><ul><li>Reward employees that make the most performance notes, complete reviews on time, etc </li></ul></ul><ul><ul><li>Develop a “boot-camp” to quickly get new users up to speed on the system </li></ul></ul>
  22. 22. “ Implementing EPM Software” Communicate Like a Marketer, Train Relentlessly, Adjust Accordingly <ul><li>Selection/Implementation Just the First Step </li></ul><ul><ul><li>Provide regular “feature-focused” training to allow those in need to dive into areas of interest and get the most out of their experience </li></ul></ul><ul><ul><li>Create a forum to elicit feedback from users </li></ul></ul><ul><ul><li>Communicate feature changes, upgrades, and system maintenance times well in advance and provide specifics relating to new feature training or down time </li></ul></ul><ul><ul><li>Be willing to adjust the process </li></ul></ul>
  23. 23. “ Implementing EPM Software” Six Steps <ul><li>Don’t Ask for a Pony </li></ul><ul><li>Prepare Your Organization for Lasting Change </li></ul><ul><li>Start Small, Roll Out in Phases </li></ul><ul><li>Focus on the Employee-Manager Experience </li></ul><ul><li>Buy Experience Not Hype </li></ul><ul><li>Communicate Like a Marketer, Train Relentlessly, Adjust Accordingly </li></ul>
  24. 24. <ul><li>Cytiva’s Free Webinar series </li></ul><ul><ul><li>Interview Techniques and Strategies for Hiring Top Performers </li></ul></ul><ul><ul><ul><li>- 10/09/08 10-11 AM PDT </li></ul></ul></ul><ul><ul><li>Retention: The Key to a Successful Recruiting Plan </li></ul></ul><ul><ul><ul><li>- 11/20/08 10-11 AM PT </li></ul></ul></ul><ul><li>Register at: www.sonicrecruit.com/company/events.htm </li></ul>
  25. 25. “ Implementing EPM Software” <ul><li>Cytiva Software Inc. offers a wide variety of products and services to help you get the most out of your recruiting efforts. </li></ul><ul><li>Talent Acquisition System </li></ul><ul><ul><li>Custom career sites </li></ul></ul><ul><ul><li>Employee referral management </li></ul></ul><ul><ul><li>Career agents </li></ul></ul><ul><ul><li>Ad posting and tracking </li></ul></ul><ul><ul><li>Manager self-service </li></ul></ul><ul><ul><li>Contact management/Outlook integration </li></ul></ul><ul><ul><li>EEO/OFCCP compliance </li></ul></ul><ul><ul><li>Vendor Management Module </li></ul></ul><ul><ul><li>Onboarding Module </li></ul></ul><ul><ul><li>Hourly Recruiting System </li></ul></ul><ul><li>Consulting </li></ul><ul><li>SonicPerform Performance Management System </li></ul><ul><li>To learn more contact: </li></ul><ul><li>David Freeman </li></ul><ul><li>Talent Management Solutions Consultant </li></ul><ul><li>877-775-0888 </li></ul><ul><li>www.sonicrecruit.com </li></ul>

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