某hr咨詢公司的績效管理方法論-在線瀏覽
2025-03-22 08:58本頁面
【正文】 s Competencies Business strategies “ Champions”— sponsorship Employee participation Employee involvement in system design Communication training Alignment with business objectives, strategy, customer needs Ongoing monitoring of effectiveness of program Best Practices Elements of Successful Programs High Impact Performance Management Key elements found in all “best practices” ? Emphasis on looking forward ? Planning and development ? Joint process with employee ownership ? Cooperative goal setting ? Feedback (continuous, multiple sources) ? Developmental focus ? Pay and performance linkage Source: Watson Wyatt Best Practices in Performance Management Use of Key Elements Development Planning Multisource ratings 14% 65% 81% 84% 94% 97% Goal Setting Team standards No ratings Competencies/behaviors Source: Watson Wyatt Best Practices in Performance Management Evolution of Performance Feedback Top Down SelfAppraisal Peer Reviews Upward Feedback Internal Customers External Customers 3600 Review Does it make a difference? Employees are eligible for stock plan programs % Company terminates employees who perform unacceptably % Company does a good job of helping poor performers improve % Top performers get significantly more pay than average performers % Company positions pay above market % Employee performance appraisals used to set pay % Employees participate in profit sharing plan based on firm’s overall success % Pay is linked to pany’s business strategy The Performance Matrix O Results “what” Behaviors “how” Std = 100% of expected Std =100% alignment NIH NIW F M EE Key: O = Outstanding EE = Exceeds Expectations M = Meets Expectations (80 90% of population) NIH = Needs Improvement on “HOW” NIW = Needs Improvement on “WHAT” F = Failing Project Steps Project Planning, Education and Assessment: ClientFirst, scope and timetable, design team education, PM design matrix, document review, interviews Design: Strawman designs, implementation planning and schedule Testing and Approval: Presentation, senior management assessment, signoff, edit Implement: Communication rollout, modular training rollout, use Review/Revise: Gather feedback, test and revise Performance Consulting Employee Review Process Clients: VPHR, Dir. Comp and/or OD Fees: typical project is $85 130K Timeframe: +/ 3 months (excludes implementation) Think… “Implementation” ? A successful process is 25% design and 75% implementation! “ It’s never to early to think about implementation. . .” Peter Drucker Best Practices in Implementation ? Detailed munications and training strategy ? Proactive problem identification ? Broad buyin ? Senior management involvem
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