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Perf MGMT Presentation

Perf Mgmt Presentation

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51 views12 pages

Perf MGMT Presentation

Perf Mgmt Presentation

Uploaded by

ananth-j
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PDF, TXT or read online on Scribd
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The Process of Performance

Management
Presentation to State of Kansas
January 24, 2008
Definition of Performance Management

Performance Management is about improving Statewide performance by


improving team and individual performance
It is:
A process that links people and jobs to the strategy of the Agencies
A process for establishing a shared understanding of what has to be achieved and how
A process of managing self and others so that people do achieve
A process for ensuring that people are doing the right things in the most effective ways
to the best of their ability

2007 Hay Group. All Rights Reserved 2


Improving Performance Management
Improves Business Results

Move to superior performance

Number of
Employees
One
standard
deviation

Performance
One standard deviation = 20% - 120% improvement in productivity
Optimizing the performance of your people will have a positive impact on Statewide performance

2007 Hay Group. All Rights Reserved 3


Performance Management Steps

Design Performance Performance Performance


Parameter Appraisal Management Ownership
Function Report Card Barometer of progress Dialogue (Continual)
(retrospective) (periodic)
Role of Passive Joint ownership for Shared accountability
Employee goal-setting/review for results
Focus Manage poor Manage the tails of bell Raise performance of
performers curve organization

Emphasis Check the box Evaluation reward Strategic clarity,


compliance-oriented emphasis coaching, dialogue

Ownership Human Resources Managers and Human Employees,


Resources managers, and
leadership

2007 Hay Group. All Rights Reserved 4


Performance Management Process Overview

The performance management model is not new, but the way in which
leading organizations do it is very different
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2007 Hay Group. All Rights Reserved 5


Best Practices- Planning

Planning- understanding what good performance is


Performance planning is a core business process
Translates strategic intent into understood goals/actions
All aspects of performance are considered
Objectives include behaviors in addition to results
Employees play a strong role in the performance planning process
Obstacles to good performance are identified and dealt with

2007 Hay Group. All Rights Reserved 6


Best Practices- Coaching

Coaching- ensuring good performance


Managers are selected for and held accountable for effective coaching
Managers and employees are trained in and good at coaching
Modeling of coaching behaviors is critical (this includes the executive levels)
Managers create the climate for superior performance
Interim reviews are done (formally)
Coaching interventions are frequent and focused (less formal)

2007 Hay Group. All Rights Reserved 7


Best Practices- Reviewing

Reviewing- assessing how good/poor performance was


Initial self-assessment is critical
Open, two-way communication is critical
Discussions include both performance evaluation and development opportunities
The role of Human Resources is value-added vs. controlling
No more than a four-point rating scale is necessary
People are rewarded for results

2007 Hay Group. All Rights Reserved 8


Best Practices- Rewarding

Rewarding- reinforcing good performance


Salary discussion is separate from performance/development discussion
Increased clarity regarding how performance is rewarded
Distinctive rewards for different aspects
Use of both monetary and non-monetary rewards

2007 Hay Group. All Rights Reserved 9


Achieving Performance Excellence

Results Behaviors Performance


(the WHAT) + (the HOW) = Excellence

2007 Hay Group. All Rights Reserved 10


Transition and Implementation
Development of Performance Mgmt. Plan (contd)

Upon completion of the development of an effective performance


management plan, the State as a whole and each Agency will have:

A consistent performance management process that meets the Agencys objectives and
links to the business results of the Agency;

The means by which to plan and communicate performance expectations to all


employees;

An objective means by which to link performance and reward; and

Trained supervisors and managers with enhanced skills, capable of implementing a


performance management process that sets performance objectives, holds employees
accountable for performance, and provides regular and meaningful feedback and
review.

2007 Hay Group. All Rights Reserved 11


Transition and Implementation
Development of Performance Mgmt. Plan (contd)

The proposed steps for development and implementation of this plan are:

1. Formation of Steering Committee and Design Team (to consist of a cross-section


of employees and representatives of key stakeholders): Jan 2008

2. Design of the performance management process and documentation: Feb 2008


Mar 2008

3. Development of Training material: Mar 2008 Apr 2008

4. Identification of Trainers and Conduct of Train-the-Trainers sessions: Mar 2008


April 2008

5. Training of Managers and Supervisors: May 2008 June 2008

6. Initial roll out of performance management plan: June 2008 July 2008

2007 Hay Group. All Rights Reserved 12

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