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Slide 1
Introducing
A Performance Management System
Slide 2
Agenda
After today’s presentation you will be able to:Explain the goal for performance managementDescribe how myPerformance supports performance managementDiscuss benefits and outcomesDescribe the three-year rollout
Slide 3
The Talent Management Process
3
Slide 4
Performance Management Goal
Technology bridges the gap between People and Process.
To plan and implement this online performance management system in order to improve the performance management process and support the Johns Hopkins’ mission, goals, and culture of excellence.
Slide 5
Two-Pronged Approach
5
Slide 6
Multi-Year Timeline
FY2013
ImplementationImplementationEvaluating and Improving
Pilot Launch Training Rollout
System Configuration
2/2014 6/2014 Varies by Institution
Slide 7
Benefits of Pilot Testing
Gain information from potential participants
Learn about difficulties/obstacles
Collect recommendations on how to improve
Understand personal reactions
Get early buy-in
Get higher rate of acceptance
Slide 8
What Performance Management Does for You…
Promotes two-way communication and participation
Provides a mechanism for determining and establishing goals critical to the organization
Provide a consistent process for measuring and rewarding performance
Focuses on desired results and behavioral expectations to drive performance excellence
Helps identify employee development needs
Promotes individual and organizational success
Slide 9
JH Gallup Questions Relating to Performance Management
Q 12 Question Result
Q 01 I know what is expected of me at work 4.23
Q 06 There is someone at work encourages my development
3.60
Q 08 The mission or purpose of my organization makes me feel my job is important
3.92
Q 11 In the last six months, someone at work has talked to me about my progress
3.60
Scale: 1 (Strongly Disagree) to 5 (Strongly Agree)
Slide 10
“Cascading” Goals and Objectives
Department ResultsDepartment Results
Individual ResultsIndividual Results
Work Unit ResultsWork Unit Results
Results reflect the mission, vision, and goals of the university
Slide 11
Performance Management Process
11
Slide 12
Goals vs. Major Responsibilities
Slide 13
Competencies
Competencies are characteristics that an individual must demonstrate to be effective in a job, which include:
Job-relevant behavior (what a person says or does that results in good or poor performance), Motivation (how a person feels about a job, organization, or geographic location), and Technical knowledge/skills (what a person knows/demonstrates regarding facts, technologies, a profession, procedures, a job, an organization, etc.)
Competencies provide you with the agility, flexibility and adaptability to meet the future strategic needs of the organization.
13
Slide 14
Core Values
14
Slide 15
Johns Hopkins EnterpriseLeadership Competencies
Establishing RelationshipsDeveloping TalentInspiring and Motivating OthersDemonstrating Emotional IntelligenceActing with IntegrityActing StrategicallyManaging RiskNavigating OrganizationsCommunicating EffectivelyPromoting Diversity and InclusionSetting a Strategic VisionHolding Self and Others Accountable
Slide 16
Development Goals
During preparation phase, development goals are identified:
Results-based goals
Competency-based goals
Training and education needs
During evaluation phase, accomplishments are noted but do not contribute to overall scores
Slide 17
SuccessFactors
SuccessFactors is a division of SAP
It provides the software that powers myPerformance
Slide 18
SuccessFactors
Web-based performance management software will be used to…
Create goals
Align goals
Conduct initial performance, checkpoint, and year-end reviews
Electronically track and manage performance throughout the year
Electronically store performance reviews and notes
Slide 19
Desired Outcomes
myPerformance
One consistent process
On-going performance management discussions
Online access 24/7 provided by SuccessFactors technology
Organizational alignment
Performance evaluation based on goals and major responsibilities of job
Leadership competencies defined with potential for 360 feedback
Slide 20
Indicators of Overall Effectiveness of myPerformance
Number of individuals evaluatedDistribution of performance ratingsQuality of informationQuality of performance discussion meetingsSystem satisfactionCost/benefit ratioUnit-level and organization-level performance
20
Slide 21
What can myPerformance do for Hopkins?
Simplify the performance management process with 24/7 internet access
Provide on-demand access to key informationProvide a real-time view of status, including complete, missing, and overdue actionsImprove HR reporting across the department
Strengthen performance managementEmphasize accountability at all levels for achieving resultsMake it easier to monitor the entire process; allow leaders to track processOffer clear distinctions between various levels of performanceImprove performance management consistencyImprove employee engagement
21
Slide 22
What Training Will Be Provided?
A variety of training and resources are available to help employees and supervisors:
Instructor-led trainingProvides an overview of the performance management process
Discusses goals, major responsibilities, development goals, competencies, and feedbackReviews manager and employee responsibilities in the performance management process
Introduces you to how to use and access the system
Slide 23
What Training Will be Provided?
Plus:Quick Reference Guides that offer step-by-step instructionsFastFacts sessions that can be taken at your deskE-learning modulesShow Me DemonstrationsWebsite with resources that can be accessed 24/7Super Users
Slide 24
Thank You!
Thank you for participating!We would love to hear from you.
Are there certain topics that you would like us to cover in future FastFacts sessions?Would you like to be a FastFacts presenter?Please email us at: [email protected]
Slide 25
Survey
Before we close, please take the time to complete a short survey.Your feedback will help us as we plan future FastFacts sessions.Click this link to access the survey… http://connect.johnshopkins.edu/fastfactssurvey/
Thanks again!