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Performance & Development. Overview of Company Performance & Development. Appreciate the benefits. Understand Company’s performance philosophy. Define the key components of the process. Know how the process works with other processes. Describe your role in the process.

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slide1

Performance & Development

Overview of Company Performance & Development

slide2

Appreciate the benefits

Understand Company’s performance philosophy

Define the key components of the process

Know how the process works with other processes

Describe your role in the process

Total Time: Approximately 30 minutes

Intro

slide3

Gauge your level of awareness

Complete the following 3 statements

Reflect on your answers

Intro

slide4

Complete this statement:

It is important to manage employee performance because…

Continue

Continue

Intro

slide5

Complete this statement:

Sustained organizational results are best achieved by…

Continue

Intro

slide6

Complete this statement:

My role in performance management is…

Continue

Intro

slide8

Philosophy:

A set of fundamental ideas or beliefs relating to a particular field or activity

Philosophy

slide9
Philosophy

Process

Philosophy

slide10

EMPLOYEE

Philosophy

slide11

Growth

Productivity

Cash

People

Enablers

Philosophy

slide12

Growth

Productivity

Cash

People

Enablers

Philosophy

slide13

Having the best people mobilized correctly and motivated provides the basis for all of the initiatives to happen and can make a huge difference in the performance of the organization

Dave Cote

Chairman and Chief Executive

Philosophy

slide14

Growth and Customer Focus

  • Leadership Impact
  • Gets Results
  • Makes People Better
  • Champions Change and Six Sigma
  • Fosters Teamwork and Diversity
  • Global Mindset
  • Intelligent Risk Taking
  • Self-Awareness/Learner
  • Effective Communicator
  • Integrative Thinker
  • Technical or Functional Excellence

Philosophy

slide15

Growth and Customer Focus

  • Leadership Impact
  • Gets Results
  • Makes People Better
  • Champions Change and Six Sigma
  • Fosters Teamwork and Diversity
  • Global Mindset
  • Intelligent Risk Taking
  • Self-Awareness/Learner
  • Effective Communicator
  • Integrative Thinker
  • Technical or Functional Excellence

Sustained company performance

Philosophy

slide18
“People are the ultimate differentiator”

Employees

Superior employee performanceleads to superior ideas and actions

Superior ideas and actionsdrive superior Company performance

Philosophy

slide19

Mobilize and motivate

Hire best people

Mobilize and motivate

Focused on right goals

Have tools & resources

Assessed & rewarded based on contributions

Philosophy

slide20

Four levers to mobilize and motivate people

Assess employees on their performance

Establish the right goals

Ensure development opportunities

Link pay to performance

Philosophy

slide21

Employees further company goals

Feel connected to the business and confident in their contribution

Employee goals are consistent and supportive of the people and organizations above them

EMPLOYEE

Establishing the Right Goals

Philosophy

slide22

SBG/Function Goals

SBU/Function Goals

SBE/Function Goals

Department Goals

Manager Goals

Employee Goals

Philosophy

slide23
Results + Behaviors = Performance

“what”

“how”

Philosophy

slide24

Contribution to the company

Achieve Goals, Demonstrate Behaviors

Differentiation

Superior

Average

Inferior

Philosophy

slide26

Performanceassessment

Linking Pay to Performance

Results and behaviors really matter!

merit increase & lump sum merit payments

Philosophy

slide27

Motivates by enhancing skills and value

Ensure Development Opportunities

Examples: training programs, challenging assignments

Enhances performance and goal results

advancements

Philosophy

slide28

Critical to helping employees grow

Aligns assignments with company objectives

Aligns assignments with company objectives

company success

Ensure Development Opportunities

company success

Philosophy

slide29

Assess employees on their performance

Establish the right goals

Ensure development opportunities

Link pay to performance

Four levers to mobilize and motivate people

Philosophy

slide30

Company’s 5 Initiatives & 12 Behaviors set the foundation

Results + behaviors =

performance

Philosophy

slide31

Company’s 5 Initiatives & 12 Behaviors set the foundation

Results + behaviors =

performance

Differentiate based on performance

Pay for performance

Philosophy

slide32

Superior individual performance, based on aligned goals, measured using results and behaviors, and tied to pay, will lead to superior employee performance and, ultimately, sustainable Company success

Philosophy

self check
Self-Check

The HPD process assesses and differentiates employee performance based on results and __________.

Click for Answer

Philosophy

self check1

Click for Answer

Self-Check

The HPD process assesses and differentiates employee performance based on results and __________.

behaviors

Philosophy

self check2
Self-Check

The HPD process links performance to_____.

Click for Answer

Philosophy

self check3

Click for Answer

Self-Check

The HPD process links performance to_____.

pay

Continue

Philosophy

slide38

Roles

Local HR

Global HRApplications

System

Website

Components

slide39

Integrated Processes

Duration: 5 minutes

slide40

Performance &

Compensation

Discussion

Goal

Management

Performance

Assessment

2nd Level

Review

Employee

Sign-off

Processes

slide41

Performance &

Compensation

Discussion

Goal

Management

Performance

Assessment

2nd Level

Review

Employee

Sign-off

Employee & manager agree to goals

Manager reviews & approves goals

Employee works towards goals

Employee updates goals

Employee finalizes goals results

Processes

slide42

Compensation Planning

Performance &

Compensation

Discussion

Goal

Management

Performance

Assessment

2nd Level

Review

Employee

Sign-off

Manager selects & imports employee’s goals

Manager assesses results

Manager assesses behaviors

Manager determines 9-block placement

Career Profile

Manager assesses potential

Manager plans development actions

Manager adds overall comments

Processes

slide43

Performance &

Compensation

Discussion

Goal

Management

Performance

Assessment

2nd Level

Review

Employee

Sign-off

Manager meets with 2nd level manager

Manager submits PDS to 2nd level manager for review and approval

Processes

slide44

Performance &

Compensation

Discussion

Goal

Management

Performance

Assessment

2nd Level

Review

Employee

Sign-off

Manager meets with employee to discuss performance assessment & compensation

Processes

slide45

Performance &

Compensation

Discussion

Goal

Management

Performance

Assessment

2nd Level

Review

Employee

Sign-off

Employee signs off on PDS

Can add comments

Sign-off indicates receipt of PDS

Processes

slide46

Career Profile

PDS

9-block Summary

Potential Assessment

Performance &

Compensation

Discussion

Goal

Management

Performance

Assessment

2nd Level

Review

Employee

Sign-off

Management Resource Review

Processes

self check4
Self-Check

As part of goal management, the employee and manager meet in December to agree on ________.

Click for Answer

Processes

self check5

Click for Answer

Self-Check

As part of goal management, the employee and manager meet in December to agree on ________.

goals

Processes

self check6
Self-Check

The performance and compensation discussion with employees can occur only after __________.

Click for Answer

Processes

self check7

Click for Answer

Self-Check

The performance and compensation discussion with employees can occur only after __________.

approval

Continue

Processes

slide51

Roles in the HPD Process

Duration: 5 minutes

slide52

Throughout the year

December - January

MANAGER

Provide ongoing feedback on performance

Ensure goals are kept up-to-date

Guide employees in goal definition

Review and approve goals

Ensure employees finalize previous year’s goals

Roles

slide53

December - March

Develop PDS

Develop comp recommendations

Align comp recommendations with performance assessment

Submit PDS to 2nd level manager

Discuss PDS and compensation decisions with employee

MANAGER

Roles

slide54

January - February

2ND LEVEL

MANAGER

Consistency,

Review PDSs and comp recommendations to ensure ratings, comments, merit recommendations aligned

Differentiation

And Fairness

Make sure proper differentiation

Meet with managers before submit PDS

Provide opportunities for dialogue within organization

Roles

slide55

Throughout the year

EMPLOYEE

Work toward our goals

Update goals & set new goals

Enter results

Maintain Career Profile

Roles

slide56

December - January

February - March

Finalize goal results

Submit goal results to manager

Set new goals for coming year

Discuss last year’s PDS/comp with manager

EMPLOYEE

Roles

slide57

Throughout the year

LOCAL HR

Provide work practices, consulting and support

Questions about process steps

Guidance on performance issues

Support to make consistent employee decisions

Roles

slide58

Throughout the year

HELP

DESK

Process support questions not found on the website

Application support and troubleshooting

Contact by email or phone

Roles

self check8
Self-Check

During the year, as employees meet their approved goals, they should go to the HPD System to enter ________.

Click for Answer

Roles

self check9

Click for Answer

Self-Check

During the year, as employees meet their approved goals, they should go to the HPD System to enter ________.

results

Roles

self check10
Self-Check

The person at Company responsible for ensuring differentiation, fairness and consistency throughout the organization is the _________________.

Click for Answer

Roles

self check11

Click for Answer

Self-Check

The person at Company responsible for ensuring differentiation, fairness and consistency throughout the organization is the _________________.

2nd level manager

Continue

Roles

slide63

HPD Tools

Duration: 5 minutes

slide64

Website

System

HPD Tools

slide68

In Progress

Rejected

HPD Tools

slide70

In Progress

Rejected

HPD Tools

slide74

WEBSITE

TRAINING

Global HR Applications Support Help Desk

In the United States,dial 1-866-328-2430

For non-US locations, dial the AT&T Direct Access Code, available on the HPD website, plus 866-328-2430

HELP

DESK

LOCAL HR

HELP

DESK

EMPLOYEE

MANAGER

HPD Tools

congratulations
Congratulations!

You have completed the Overview of Company Performance & Development.

Click Here for Learning Credit

Congrats!