Certified

Expert

Performance Management

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CONTENTS

#1

Learning Promise

Quick Snapshot

Learning Experience

#2

Learning Anchors

Point of View

Program Snapshot

Evaluation Criteria

Module Details

Course Curriculum

#3

Commercials

Calendar

Connect with Us

Registration Details

#5 Learn from our Best Consultants

Architects

#4

Aon Hewitt Learning Center is on a mission to provide real learning to help HR impact business outcomes. We bring together our consulting insights and capability building expertise to create highly-specialized learning journeys for HR professionals.

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LEARNING PROMISE

Effective Partnership

Technical Expertise

Business Acumen

Gain leaders’ trust to sharpen the human capital agenda

Understand business imperatives, connect people initiatives

Navigate across contexts to create tangible impact

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QUICK SNAPSHOT Alumni refer

someone for an AHLC course

40%

200

HR leaders are a part of our alumni community

8000

Is the median participant experience

Alumni feel empowered to drive business

results

10 years

80%

HR professionals have received training via our

courses

1

2

Flagship certificate courses for HR professionals

Bespoke HR capability journeys for organizations

Our Capabilities

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LEARNING EXPERIENCE

Registration

E-Learnings

Online Discussion

Learning Lab

Assignment

Comprehensive Assessment

Get your courseware

Connect with peers

Learn from our best consultants

Reinforce your learning

Certify your learning

Register

Point of View Our Learning Anchors

PERFORMANCE AS COMPETITIVE DIFFERENTIATOR

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*Source: Forbes, 2011

In business, the idea of measuring what you are doing, picking the measurements that count like customer satisfaction and employee performance… You thrive on that.

Bill Gates

“ “ Achieving Your Business Strategy

Solid Financials Differentiating Products and

Services

Strong Operations

and Technology Systems

Customers Who Competitors Can’t Steal

Sound Short- and Long-Range

Plans

High Performance

Workforce

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

ESTABLISH FOUNDATION

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Stakeholder Map

*Source: To Rate or Not to Rate: A Thoughtful Guide to Performance Rating By Warren Rosenstein and Levi Segal, January 2016

• Accelerate high potentials

• Develop potential

Holistic

• Communicate drivers

• Build capability through feedback

Ongoing Approach

• Align with organizational imperatives

• Achieve business results

Drive Results

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CREATE A HIGH PERFORMANCE ORGANIZATION

Design Performance

Clarify the purpose

Make tough design choices

Link performance to talent decisions

Align Performance

Cascade individual goals to organizational imperatives

Create accountability to deliver performance

What gets measured gets done

Fuel Performance

Provide feedback that matters

Energize your high performers to achieve more

Build employee strengths

Recognize Performance

Evaluate performance and potential

Recognize and reward performers

Enable career transitions

Sustain Performance

Drive execution excellence

Use digital tools

Predict high performers

DESIGN PERFORMANCE Making Tough Choices

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Objectives of PMS

Ranking

What to measure

Outcome

Who measures

Integration of Performance

Frequency

Drive performance

Define and evaluate performance Reward performance

Outcomes What and how Potential

Downward appraisal Employee feedback Downward and upward appraisal

Forced ranking Loose ranking No ranking

Reward high performers Rank and yank Coach performers

No integration Pay for performance Linkage to talent management

Annual Continuous/ Quarterly Bi-annual

ALIGN PERFORMANCE Moving Beyond SMART Goals

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Align

Organization wide alignment

on goals

Stretch

Set high-reach

targets

Prioritize

“Big Picture” Prioritization

Accountable

Simultaneous individual and team

accountability

Clear

Clarity of expectations

Agile

Set and adjust expectations

at pace of business

Commit

Build commitment, even when targets are

preset

FUEL PERFORMANCE Psychology of Feedback

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Amygdala Hijack

Knee jerk reaction Anger Feel threatened

DISPIRITED

DEFENSIVE DISMISSIVE

OPEN OPPENNES

Open

Closed

High Low CONFIDENCE

Interval based Feedback Continuous Feedback

• 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

Flight or Fight

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RECOGNIZE PERFORMANCE Defining Potential

ABILITY

ASPIRATION AGILITY Capacity to Grow Will to Grow

Leadership Competencies

LEADERSHIP POTENTIAL

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?

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RECOGNIZE PERFORMANCE Performance and Potential Dynamics

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High

Hig

h Av

erag

e Lo

w

Average Low

Rockets

1

2

4

6

5 8

9 7

Star Performers

Key Performers Solid Performers

Contributors

Puzzles

Fish out of water

Specialists Red Flags

Pote

ntia

l

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

Propel

Develop

Support

Communication Strategies

• Effective communication

• Measure effectiveness

• Simple process

• Intuitive process

• Smartphone ready

• Real time analysis

• Performance analysis

• Aid talent decisions

• Develop talent

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SUSTAIN PERFORMANCE The Three Pillars

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 2

Execution Excellence

Digital Framework

Analyze Data 3

1

The What The How

Course Curriculum Drive a high performance organization

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PROGRAM SNAPSHOT

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

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EVALUATION CRITERIA

40%

20%

20%

10%

10% 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

MODULE DETAILS

Objectives

Outcomes

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• 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

1 Design Performance Formulate Performance Management approach

MODULE DETAILS

Objectives

Outcomes

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• 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

2 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

MODULE DETAILS

Objectives

Outcomes

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• 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

3 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

MODULE DETAILS

Objectives

Outcomes

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• 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

4 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

MODULE DETAILS

Objectives

Outcomes

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• 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

5 Sustain Performance Anchor the performance journey

Architects Access the best minds in the industry: experiences, insights, growth. Delivered.

LEARN FROM OUR BEST CONSULTANTS

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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

LEARN FROM OUR BEST CONSULTANTS

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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

LEARN FROM OUR BEST CONSULTANTS

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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

Registration Details Take the leap: simple three step registration and welcome real learning

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COMMERCIALS, CALENDAR & CONNECT WITH US

Connect with us aonahlc@aohewitt.com

011 39585050/ +91-9999831378 Course Fee (inclusive of taxes)

USD 900 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

Certification Aon Hewitt Certified

Performance Management

Expert

Course Calendar Click to view

Terms & Conditions Click to view

CONTACT US Aon AHLC Inquiry Mailbox: aonahlc@aonhewitt.com Amit Kumar: amit.kumar.29@aonhewitt.com