Agenda
- Why performance management?- What is the process?- How to make it work?
- Value alignment / top down drive- Linking rewards and development- Aspects of infrastructure- Communication/education- Part of the culture
- Where to start?
Why performance management?
• Basic management cycle– Planning, organizing, staffing, leading,
and controlling• Fundamental corporate infrastructure• Consistency in measuring/rewarding• Sustainability in business and people
What is the process?
• Annual process– Past review and next goal setting– Appraisal process: rewards– Individual development planning– On-going review and documentation
• Global aligned
XX Way:
People Performance Management (PPM) is…
…a process which helps to align personal and business objectives
…driven by ‘the XX way’: one culture, one brand, one companyone global approach for People Performance Management
…supporting the improvement of business results for XX
PPM: a cyclical process…
How to make it work?- value alignment & top down drive• A performance oriented value system• Company value as the core throughout
organization• Value derived criteria in the organization
structure and supporting system (HR)• Determination shown from the top• Leaders being driven by the same
process
Our Values
Delight customers We delight our customers by anticipating and exceeding expectations thereby creating sustainable market leadership
Deliver on commitments We pursue business excellence, being rigorous in delivering on our commitments
Develop people We inspire and enable each other to use our creativity and entrepreneurial flair, and to maximize our potential
Depend on each other We work as “one XX” in an environment of transparency and trust to mobilize our collective competence and that of our business partners
Values
How to make it work?- linking rewards and development• Tight linkage between performance
outcome and rewards• Embedded individual development
process
XX Way:
Links between PPM and other HR areasSalary
& Annual
incentive
IndividualDevelopme
nt
How to make it work?- aspects of infrastructures• Full range of documentation• On-line review system• Performance distribution• Calibration process
XX Way:• Documentation
– Job description (JD)– Business balanced score card (BBS)– Personal contribution agreement (PCA)– Individual development plan (IDP)
• On-line PPM– PPM is an on-line system
• Guided distribution– 10%, 20%, 50%, 15%, 5%
• Calibration process– Management team discussion
How to make it work?- communication/education• Defined roles and responsibilities in
PPM• Full coverage of communication• On going updates• Deadlines and consequences
XX Way:
Roles and responsibilities• Implementation Leaders• Experts/facilitators of PPM training• Tutors (Operational HR Managers)• Regional Administrators• PPM Project Team Corporate HRM
How to make it work?- part of the culture• Business achievement needs
systematic drive in managing performance
• Performance comes from employee• Management job is to enhance
employee performance
XX Way:
An effective PPM process is about the dialogue between manager and employee…
Employees Managers
• Understand how they contribute to business results
• Understand what is expected from them
• Understand to what
extent they meet these expectations
• Develop themselves
• Deploy and realize business goals
• Set clear objectives and
evaluate performance
• Develop people so they can add more value
Where to start?
• A performance minded leadership team• A competent HR organization and personnel• An effective infrastructure• A drive on communication and education
•A clear set of value and value oriented culture with criteria
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