PowerPoint Presentation E-Learnings Online Discussion Learning Lab ... and intent of the system ......
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Transcript of PowerPoint Presentation E-Learnings Online Discussion Learning Lab ... and intent of the system ......
Gain leaders’ trust to sharpen the
human capital agenda
Understand business imperatives,
connect people initiatives
Navigate across contexts to create
tangible impact
Alumni refer
someone for an
AHLC course
HR leaders
are a part of
our alumni
community
Is the median
participant
experience
Alumni
feel empowered
to drive business
results
HR
professionals
have received
training via our
courses
Flagship certificate courses for HR
professionals
Bespoke HR capability journeys for
organizations
Registration
E-Learnings
Online Discussion
Learning Lab
Assignment
Comprehensive
Assessment
Solid Financials
Differentiating
Products and
Services
Strong
Operations
and Technology
Systems
Customers Who
Competitors
Can’t Steal
Sound Short-
and Long-Range
Plans
Performance: Fulfillment of a claim, promise or
request
Performance Management: It is a holistic and
ongoing approach in which individuals and groups
take responsibility for continuous improvement of
business results
• Accelerate high
potentials
• Develop potential
• Communicate
drivers
• Build capability
through feedback
• Align with
organizational
imperatives
• Achieve business
results
Clarify the purpose
Make tough design choices
Link performance to talent decisions
Cascade organizational imperatives to individual goals
Create accountability to deliver performance
What gets measured gets done
Provide feedback that matters
Energize your high performers to achieve more
Build employee strengths
Evaluate performance and potential
Recognize and reward performers
Enable career transitions
Drive execution excellence
Use digital tools
Predict high performers
Drive
performance
Define and evaluate
performance Reward performance
Outcomes What and how Potential
Downward appraisal Employee feedback Downward and
upward appraisal
Forced Dynamic No fixed pattern
Reward high performers Rank and yank Coach performers
No integration Pay for performance Linkage to talent
management
Annual Continuous/
Quarterly Bi-annual
Organization
wide alignment
on goals
Set
high-reach
targets
“Big Picture”
Prioritization
Simultaneous
individual
and team
accountability
Clarity of
expectations
Set and adjust
expectations
at pace of
business
Build
commitment,
even when
targets are
preset
OPENNES
Open
Closed
High Low CONFIDENCE
• Helps to reflect at the feedback rationally as it is
given instantly and the evidence can be recalled
• High chances of being acted on
• Time gap between incident and feedback leads to
lack of recall for the instance at the receiver’s end
• Difficult for receiver to move from an emotional
response to a rational one
• High chances of being dismissed
Capacity to Grow Will to Grow
Leadership Competencies
Do they have the competence and
cognitive ability to take on a
bigger or broader role?
Do they have the track record and
personality to prove it?
Do they demonstrate
learning agility?
Do they have the personality
to prove it?
Do they have the track
record and personality to
prove it?
Do they aspire to take
on more?
High
Hig
h
Ave
rag
e
Lo
w
Average Low
Po
ten
tial
Performance
1. We value you and are keen to
develop you
2. We all must keep stretching to stay
ahead of our competitors
3. Performance and potential both are
important to us
1. Without real improvement this may
not be the right place for you
2. Help is available but turning things is
up to you
1. You are among the best and are
special to us
2. We deeply appreciate what you do
3. Your rewards will keep pace with your
impact
• Effective communication
• Measure effectiveness
• Simple process
• Intuitive process
• Smartphone ready
• Real time analysis
• Performance analysis
• Aid talent decisions
• Develop talent
Analyze past performance in
an effort to predict the future
and enable decision making
Execute process with rigor to
ensure leaders, managers and
employees embrace the tenets
and intent of the system
Enable technology to reduce
employee effort & time
Online Learning Modules* Online Discussion Boards*
Learning journey spanning across two contact classes and a comprehensive online assessment
*Active for one year
Day 1 Day 2 Assessment Assignment
Design
Performance Final
Assessment
Align
Performance
Fuel
Performance
Recognize
Performance
Sustain
Performance Assignment
E-Learnings
Online Discussion
Class Participation
Assignments
Final Assessment
• Final Assessment can only be taken
after attending all five modules
• Minimum 50% is required in the final
assessment
• At least 50% aggregate score is required to
complete the certification
Objectives
Outcomes
• Explain and create a business case for performance
management in the organization
• Articulate how culture drives performance and behaviors in the
organization
• Clarify the purpose of creating performance management
• Understand the performance management design choices
• Position performance management as an enabler
for business success
• Incorporate the culture elements in Performance
decisions
• Design the objectives of performance management
• Outline the performance design choices on basis of
organization culture
Design Performance
Formulate Performance Management approach
Objectives
Outcomes
• Explain how alignment can be created through cascade of goals
• Assess importance of both outcome and the means to achieve it
• Leverage employee strengths to drive performance
• Understand the importance of having a business pace based
performance management system
Align Performance
Align deliverables to organizational imperatives
• Articulate cascade of organization goals to team and
individual goals
• Articulate how cultural elements (values,
competencies) should be an important aspect of
aligning performance
• Explain how strengths can be used to steer the goal
setting conversation
• Create a performance system which resonates with
business pace and impact
Objectives
Outcomes
• Infer how performance can be enhanced by developing
employees
• Assess how strengths can be leveraged to drive performance
• Interpret the need, benefit and approach of having a mid-year
goal review
• Identify the value of feedback for driving performance
Fuel Performance
Support employees to accelerate performance
• Incorporate developmental approaches in the
Performance Management System
• Influence how strengths can be used for
development of individual
• Explain why mid-year reviews are a vital part of
performance system
• Develop mechanism to give and receive feedback
Objectives
Outcomes
• Explain the importance of having an objective, bias free way of
measuring performance
• Decipher the importance of having performance calibration
discussion
• Measure both the ‘What’ and ‘How’ of performance
• Value recognition as a motivator for driving performance
Recognize Performance
Reward above and beyond performance
• Create objective, bias free and transparent
performance measures
• Incorporate performance calibration discussion and
parameters (only performance or potential or both) in
the performance management system
• Build capability to measure the ‘What’ and ‘How’ of
performance
• Fabricate recognition in performance system
Objectives
Outcomes
• Understand importance of sustaining momentum for
performance management
• Realize the advantage of keeping things simple
• Create performance metrics to predict performers
• Leverage digital platforms
• Execute performance cycle in a way that ensures
focus on performance throughout the year
• Construct performance templates and process that
are easy to understand and use
• Visualize the power of predicting performers and
having differentiated talent metrics
• Use digital platforms for managing performance
management system
Sustain Performance
Anchor the performance journey
Anandorup Ghose leads Aon Hewitt’s Rewards practice for
South Asia. Prior to this role, he managed several client
relationships in the Middle East, Asia Pacific and India in the
areas of executive compensation design and benchmarking,
long term incentive plan design, sales incentive plan design,
governance structure definition, remuneration committee
advisory etc.
Moreover, he has also worked on some large scale merger
integration projects with clients in the region, primarily in the
field of telecom, financial services and oil and gas. His key
clients include the Aditya Birla Group, Mahindra, Genpact and
Tata Consultancy Services.
Anandorup is a regular speaker at several executive
compensation forums in industry associations such as All India
Management Association, FICCI, and Anchorage Society for
Human Resource Management.
He is ardent reader of the Economist and whenever time
permits he loves to travel and experience new cultures.
Anandorup Ghosh
Dean,
Aon Hewitt
Learning Center
Anandorup's Mantra
Culture eats strategy
over breakfast
Peter Drucker
Anurag has pursued a career in Human capital consulting, with
over 13 years in premier organizations like Aon Hewitt and
Mercer Consulting in leadership positions, out of his 15+ years
of professional experience. He currently leads the
Organizational Effectiveness practice for Aon Hewitt.
Pharmaceutical, O&G, Auto, Manufacturing, FMCG, Mining,
Education, Healthcare, eCommerce, Government etc. are a
few of the industries in which he has been advising clients in
the recent past. His experience spans across business
management and talent/people solution thought leadership.
His focus areas range from transformational interventions like
organization structure, leadership assessment & development,
career architecture, performance systems, rewards, Employee
Value Proposition to employee engagement and culture etc.
He is a regular speaker/panelist at forums such as CII, AIMA,
DMA, NIPM, FICCI, and academic institutions such MDI & IMI,
He is also a visiting faculty at MDI. He is a Hogan Certified
coach and Richard Barrett & Associates accredited Culture
Transformation expert.
Anurag completed his Post graduate from Tata Institute of
Social Sciences, Mumbai. He is a graduate with Honors in
Mathematical Statistics from Kirori Mal College, Delhi
University.
Anurag Aman
Leader,
Organizational
Effectiveness
Anurag’s
Mantra
Vision without action is
daydreaming and action
without vision is a
nightmare
Anon
Anurag's Mantra
Vision without action is
daydreaming and action
without vision is a
nightmare
Anon
Parived has rendered Talent & Organization Effectiveness
advisory to various organizations across India, UAE, Sri Lanka,
& South Africa. He has worked extensively on aligning HR /
People Strategy with overall Business Strategy / direction of
various local & international firms. He has managed integrated
HR transformation projects for large complex organizations to
revitalize their Human Capital proposition and has worked with
hyper growth – high potential organizations to leverage HR for
sustainable Business growth.
He has consulted organizations on HR Strategy, Organization
Design, Manpower Optimization, Change Management,
Performance Management, Behavioral & Functional
Competencies, Career Architecture, HR Delivery Model, Job
Evaluation, Leadership Assessment & Development (including
CXO assessments & development workshops), Employee
Engagement & Retention, Culture Transformation, HR
Systems & Processes and Succession Planning.
He has rendered advisory for various Fortune 500
Organizations, MNCs & Indian Conglomerates across Industry
Segments – Manufacturing (Steel, Cement, Auto), IT/ITES, E-
Commerce, Telecom, Healthcare, FMCG, Chemicals, BFSI,
Retail, Media/Entertainment etc. He is a certified practitioner of
Cognitive Process Profile (based on Stratified Systems
Theory), Motivational Profile & Value Orientation.
Parived Bhatnagar
Senior Consultant,
Organizational
Effectiveness
Parived's Mantra
Talent like water
always finds it’s level
Self
Connect with us
011 39585050 Course Fee (inclusive of taxes)
₹45,000 Participation will be confirmed post payment
Learning Center
Classroom sessions
16 hours
Online
Discussion Board
Active for one year
Participant
Handbook
Pre-reads
10 hours
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Performance
Management
Expert
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