绩效管理咨询方法论(英文版)课件.ppt

上传人(卖家):晟晟文业 文档编号:4928715 上传时间:2023-01-26 格式:PPT 页数:40 大小:1.30MB
下载 相关 举报
绩效管理咨询方法论(英文版)课件.ppt_第1页
第1页 / 共40页
绩效管理咨询方法论(英文版)课件.ppt_第2页
第2页 / 共40页
绩效管理咨询方法论(英文版)课件.ppt_第3页
第3页 / 共40页
绩效管理咨询方法论(英文版)课件.ppt_第4页
第4页 / 共40页
绩效管理咨询方法论(英文版)课件.ppt_第5页
第5页 / 共40页
点击查看更多>>
资源描述

1、A Guide to ConsultingJune 2000Discussion ObjectivesnProvide an overview of current thinking and trendsnDiscuss what PM consulting is all aboutnReview“what works and what doesnt”nShare Best Practices researchnReview some of the basic planning and project steps Group DiscussionAnswer the following que

2、stions:1.What is performance management?Why do companies have this process?2.Why doesnt it work so well?What makes it so difficult?Performance ManagementnTranslates business vision and strategy in an actionable way by cascading goals throughout the organizationnMeasures both what is done and how it

3、is donenAligns nDepartment goals with strategic business objectivesnAligns individuals with the broader organizational/team contextnEnsures the closest“line of sight”possibleSource:Watson Wyatt Best Practices in Performance ManagementPerformance Consulting1.Total OrganizationnCascading and Alignment

4、nStakeholder Metrics2.Employee Review ProcessnEngagement and AccountabilitynGrowth and AchievementsTwo dimensions:Performance ConsultingTotal Organization PerformancenCascading and AlignmentnStakeholder MetricsThe Key Questions of Business Planning=Why does the company exist?=Where is it going?Size

5、SalesMarkets LocationsProducts Competitive ChallengesSBU Linkages=How will it get done?Values and Operating PrinciplesTechnology Resources=What must the company be very good at doing?=How will progress and success be measured?Expectations of StakeholdersCompany PerformanceMissionVision of FutureStra

6、tegicOrganizational GoalsCore OrganizationalCapabilitiesBalanced ScorecardBusiness Plans are Developed by the Business UnitsResource RequirementsIndustryLatin AmericaAsia(Europe)Objectives ofthe business unitObjectives ofthe regionBottom-up-approach:Derivation of segment and corporate strategic plan

7、s and operating objectives from business unitgoals.Top-down-approach:Derivation of objectivesfrom corporate strategy Objectives of departmentsand individualsStrategy of the CorporationObjectives ofthe corporation People Facilities Technology Equipment and MachineryComponents of a Balanced Scorecard

8、(with sample metrics)FINANCIAL RESULTSCUSTOMER SATISFACTION BUSINESS PROCESSES LEARNING&GROWTH AFYP ROI/ROA Surplus Growth New sales:new customers Additional policies:current customers Market share Collecting premiums Calculating selling price:new product New licensing(Region&Corporate)Establishing

9、the Business Case for new ventures,new locations Product Development:#innovations Competency growth Additional countries Core capabilities growthCascading Strategic&Operating Plan GoalsCORPORATEORGANIZATIONMETRICSFinanceFinanceCustomerCustomerBusinessProcessBusinessProcessLearning&GrowthLearning&Gro

10、wthBUSINESS UNITTEAMS/INDIVIDUALSDEPARTMENTBalanced Scorecardscan provide organization alignment and accountability 5 to 7 GOALS “SMART”parameters Directly alignedTypical Project Timeline&Milestones*8 weeks elapsed time from planning session2 Days Clarify Company Strategy and determine goalsImplemen

11、tationTraining and Roll out beginsImplementation PlanningWorkshopFormal AdvisoryGroup Review Session&Follow-up1 wk2 wks1 wk1 wk1 wk1 wk1 wkProjectPlanning,Orientationand Kick-off1 Day1 Day Interview Findings+Develop Measure Recommendations1 DayWorkshop on TargetsFinalize TargetRecommendationsImpleme

12、ntationPlan ReviewReview Plan forImplementation Review TransitionStrategy2 DaysFormal AdvisoryTeam Review1 Day1 Day1 wk1 DayExecutivePlanningSession(s)Performance ConsultingTotal Organization PerformanceClients:CEO,COO,sometimes the VPHRFees:typical project is$180-250KTimeframe:+/-4 monthsPerformanc

13、e ConsultingEmployee Review ProcessnEngagement and AccountabilitynClear Performance ExpectationsnGrowth and AchievementsPerformance Management Is.the ongoing process of setting performance expectations,providing feedback and coaching to reach those expectations,and reviewing and recognizing performa

14、nce results.Tie PM to the Business CycleReview and PlanningPlanningFeedback&CoachingFeedback&CoachingMid-Year ReviewNew Year PlanningYear-End ReviewBad timing.“I dont want to ruin your day Herman,but tomorrow morning youre scheduled to be in my office for your annual performance review.”Remember The

15、 Key Questions?=Why does the company exist?=Where is it going?Size SalesMarkets LocationsProducts Competitive ChallengesSBU Linkages=How will it get done?Values and Operating PrinciplesTechnology Resources=What must the company be very good at doing?=How will progress and success be measured?Expecta

16、tions of StakeholdersCompany PerformanceMissionVision of FutureStrategicOrganizational GoalsCore OrganizationalCapabilitiesBalanced ScorecardOrganization Alignment leads to Employee Engagement COMPANYMISSIONVISIONStrategic ObjectivesCore Capabilities Competencies Leadership Functional Department Sco

17、recardSuccess ProfilesEmployee Performance ProcessIndividual GoalsEmployee Development PlansBusiness Unit Scorecard Cascading:Critical Metrics and Competencies Change requires a balanced Value ExchangeEmployee Gives Employer GivesEnergyEffortCommitmentValue AddLearningTimeOpportunityCareerBenefitsCo

18、mpensationJobThe Performance Process can provide the keys to developmentBase PayPromotionTrainingCareer developmentSuccession planning89%77%56%51%32%Reduction in force26%Variable pay34%Current Use of Performance Management DataSource:Watson Wyatt Best Practices in Performance ManagementPerformance M

19、anagement EvolutionTraditional Recent Emerging MeasuresTraits/OutcomesBehaviors/OutcomesTime/Quality/ValueEvaluatorBossSelf/PeersCustomersOutcomesMerit PayDevelopmentOrganization SuccessImplementationDistribute FormsTrain andCommunicateOngoing Education and involvementOwnershipHRDManagementEmployees

20、ComplianceVoluntaryMandatoryMotivationFactors That Influence Process effectiveness Organization Supervisor PM Culture Skills Process The Organization Values that Support PM The Capability to Measure and Discuss Performance The Interaction Between the Employee and the Supervisor People Factors Techni

21、cal Factors Performance Measures Rewards Delivery PM Forms Measures that Support the Organizations Goals and Values and are Possible to Accurately Measure How and Why Pay is Linked to Performance How the Design of the Form Supports the Process PerformanceManagementEffectivenessFeedback frommultiple

22、sourcesCoaching and feedback are integralDe-emphasison a ratingDecentralizedcontrolGreater linkagebetween pay and performanceEffective measures-Competencies-Business strategies“Champions”sponsorshipEmployeeparticipationEmployeeinvolvement insystem designCommunication&trainingAlignment withbusiness o

23、bjectives,strategy,customer needsOngoing monitoringof effectivenessof programBest PracticesElements of Successful ProgramsHigh Impact Performance ManagementKey elements found in all“best practices”nEmphasis on looking forwardnPlanning and developmentnJoint process with employee ownershipnCooperative

24、 goal settingnFeedback(continuous,multiple sources)nDevelopmental focusnPay and performance linkageSource:Watson Wyatt Best Practices in Performance ManagementUse of Key ElementsDevelopment PlanningMulti-source ratings14%65%81%84%94%97%Goal SettingTeam standardsNo ratingsCompetencies/behaviorsSource

25、:Watson Wyatt Best Practices in Performance ManagementEvolution of Performance FeedbackTop DownSelf-AppraisalPeer ReviewsUpward FeedbackInternal CustomersExternal Customers3600ReviewDoes it make a difference?Employees are eligible for stock plan programs1.8%Company terminates employeeswho perform un

26、acceptably1.8%Company does a good job of helping poor performers improve1.5%Top performers get significantly more pay than average performers0.8%Company positions pay above market0.4%Employee performance appraisals used to set pay0.4%Employees participate in profit-sharing plan based on firms overal

27、l success0.6%Pay is linked to companys business strategyThe Performance MatrixOResults“what”Behaviors“how”Std=100%ofexpectedStd=100%alignmentNIHNIWFMEEKey:O=OutstandingEE=Exceeds ExpectationsM=Meets Expectations (80-90%of population)NIH=Needs Improvement on“HOW”NIW=Needs Improvement on“WHAT”F=Failin

28、gProject StepsProject Planning,Education and Assessment:ClientFirst,scope and timetable,design team education,PM design matrix,document review,interviewsDesign:Straw-man designs,implementation planning and scheduleTesting and Approval:Presentation,senior management assessment,sign-off,editImplement:

29、Communication rollout,modular training rollout,useReview/Revise:Gather feedback,test and revise12345Performance ConsultingEmployee Review ProcessClients:VPHR,Dir.Comp and/or ODFees:typical project is$85-130KTimeframe:+/-3 months(excludes implementation)Think“Implementation”nA successful process is 2

30、5%design and 75%implementation!“Its never to early to think about implementation.”Peter DruckerBest Practices in ImplementationnDetailed communications and training strategynPro-active problem identificationnBroad buy-innSenior management involvementnMeasurement of system effectivenessSource:Watson

31、Wyatt Best Practices in Performance ManagementUtilize Best Practices in Change ManagementnVisible senior management supportnOngoing communicationnBest practices and stakeholder researchnHigh involvement and broad buy-innCareful planning,rapid processnComprehensive approach to implementation and moni

32、toringnTraining in intact work teamsSource:Watson Wyatt HR21 StudyUnderstanding Realize how“my work”is different because of the changeCommitment Believe in the system and process for change.in shared accountability for making it successfulAcceptanceAgree to value or merit of change.Recognize advanta

33、ge of“future state”Action Adopt new behaviors=become engaged in the change process.Champion changes internallyBehavior Change ModelEFFORTAwarenessA Quick SummarynPerformance management continues to evolvenNO one perfect solutionnnot much magicnImpact:great if done rightnBest practices for ideasnThin

34、k implementation early and oftennUpdate and keep freshOngoing TrackingTimely Communication&Skills TrainingConnection between Rewards&PerformanceDirect Link toInstitution MissionSenior Leadership InvolvementEmployee“Ownership”Objective Feedback&ReviewCritical Success Factors for an effectivePerforman

35、ce Management processKey Human Resource LinkagesBase PayTrainingSuccession Planning/PromotionsCareer PlanningIncentive Pay100%97%95%85%80%Source:Watson Wyatt Best Practices in Performance ManagementHR StrategySuccessionPlanningRewardsWorkDesignSelection&StaffingPerformanceManagementTraining&DevelopmentIntegrate PM with HR StrategyPerformance Management TeamMethodology and ToolsnBrian Brown(Cleveland)nBrad Carter(San Francisco)nCassandra Frangos(Boston)*nDavid Gore(Toronto)nJim Stewart(Boston)*to Kaplan and Nortons Balanced Scorecard Collaborative A Watson Wyatt Guide to ConsultingJune 2000

展开阅读全文
相关资源
猜你喜欢
相关搜索

当前位置:首页 > 办公、行业 > 各类PPT课件(模板)
版权提示 | 免责声明

1,本文(绩效管理咨询方法论(英文版)课件.ppt)为本站会员(晟晟文业)主动上传,163文库仅提供信息存储空间,仅对用户上传内容的表现方式做保护处理,对上载内容本身不做任何修改或编辑。
2,用户下载本文档,所消耗的文币(积分)将全额增加到上传者的账号。
3, 若此文所含内容侵犯了您的版权或隐私,请立即通知163文库(发送邮件至3464097650@qq.com或直接QQ联系客服),我们立即给予删除!


侵权处理QQ:3464097650--上传资料QQ:3464097650

【声明】本站为“文档C2C交易模式”,即用户上传的文档直接卖给(下载)用户,本站只是网络空间服务平台,本站所有原创文档下载所得归上传人所有,如您发现上传作品侵犯了您的版权,请立刻联系我们并提供证据,我们将在3个工作日内予以改正。


163文库-Www.163Wenku.Com |网站地图|