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Performance & Development PowerPoint Presentation
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Performance & Development

Performance & Development

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Performance & Development

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Presentation Transcript

  1. Performance & Development Overview of Company Performance & Development

  2. 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

  3. Gauge your level of awareness Complete the following 3 statements Reflect on your answers Intro

  4. Complete this statement: It is important to manage employee performance because… Continue Continue Intro

  5. Complete this statement: Sustained organizational results are best achieved by… Continue Intro

  6. Complete this statement: My role in performance management is… Continue Intro

  7. Company’s Performance Philosophy Duration: 8 minutes

  8. Philosophy: A set of fundamental ideas or beliefs relating to a particular field or activity Philosophy

  9. Philosophy Process Philosophy

  10. EMPLOYEE Philosophy

  11. Growth Productivity Cash People Enablers Philosophy

  12. Growth Productivity Cash People Enablers Philosophy

  13. 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

  14. 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

  15. 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

  16. Superior CompanyPerformance Philosophy

  17. “People are the ultimate differentiator” Philosophy

  18. “People are the ultimate differentiator” Employees Superior employee performanceleads to superior ideas and actions Superior ideas and actionsdrive superior Company performance Philosophy

  19. Mobilize and motivate Hire best people Mobilize and motivate Focused on right goals Have tools & resources Assessed & rewarded based on contributions Philosophy

  20. Four levers to mobilize and motivate people Assess employees on their performance Establish the right goals Ensure development opportunities Link pay to performance Philosophy

  21. 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

  22. SBG/Function Goals SBU/Function Goals SBE/Function Goals Department Goals Manager Goals Employee Goals Philosophy

  23. Results + Behaviors = Performance “what” “how” Philosophy

  24. Contribution to the company Achieve Goals, Demonstrate Behaviors Differentiation Superior Average Inferior Philosophy

  25. Provides the process and tools to assess & differentiate individual performance Philosophy

  26. Performanceassessment Linking Pay to Performance Results and behaviors really matter! merit increase & lump sum merit payments Philosophy

  27. Motivates by enhancing skills and value Ensure Development Opportunities Examples: training programs, challenging assignments Enhances performance and goal results advancements Philosophy

  28. Critical to helping employees grow Aligns assignments with company objectives Aligns assignments with company objectives company success Ensure Development Opportunities company success Philosophy

  29. Assess employees on their performance Establish the right goals Ensure development opportunities Link pay to performance Four levers to mobilize and motivate people Philosophy

  30. Company’s 5 Initiatives & 12 Behaviors set the foundation Results + behaviors = performance Philosophy

  31. Company’s 5 Initiatives & 12 Behaviors set the foundation Results + behaviors = performance Differentiate based on performance Pay for performance Philosophy

  32. 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

  33. Self-Check The HPD process assesses and differentiates employee performance based on results and __________. Click for Answer Philosophy

  34. Click for Answer Self-Check The HPD process assesses and differentiates employee performance based on results and __________. behaviors Philosophy

  35. Self-Check The HPD process links performance to_____. Click for Answer Philosophy

  36. Click for Answer Self-Check The HPD process links performance to_____. pay Continue Philosophy

  37. Components of the Company Performance & Development Process Duration: 2 minutes

  38. Roles Local HR Global HRApplications System Website Components

  39. Integrated Processes Duration: 5 minutes

  40. Performance & Compensation Discussion Goal Management Performance Assessment 2nd Level Review Employee Sign-off Processes

  41. 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

  42. 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

  43. 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

  44. Performance & Compensation Discussion Goal Management Performance Assessment 2nd Level Review Employee Sign-off Manager meets with employee to discuss performance assessment & compensation Processes

  45. 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

  46. 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

  47. Self-Check As part of goal management, the employee and manager meet in December to agree on ________. Click for Answer Processes

  48. Click for Answer Self-Check As part of goal management, the employee and manager meet in December to agree on ________. goals Processes

  49. Self-Check The performance and compensation discussion with employees can occur only after __________. Click for Answer Processes

  50. Click for Answer Self-Check The performance and compensation discussion with employees can occur only after __________. approval Continue Processes