Performance Management

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Performance Management

Performance Management is the process of evaluating and guiding an individual’s performance and development in a way that is rewarding and productive for all concerned. This takes place through a planned, organized approach that contains a series of steps and events leading to the expansion of the individual’s knowledge, capabilities and experience that results in increasing the individual’s value to him/herself and the organization.

Organizations are realizing that effectively managing talent and retention is critical to survival, let alone success. In the future, retaining and developing top talent will become an even more important focus as the pool of qualified workers narrows.

Employers today are challenged with communicating to individuals how what is expected affects the overall organization’s mission, values and strategic objectives. Our process helps every division/department/work-unit level understand the strategic and functional objectives of the organization. That is then communicated through multiple levels and supported by the interaction between employees and managers during the performance setting and performance assessment process.

We can help you to overcome resistance to traditional performance management processes such as:

• process is too time consuming
• process is too subjective versus objective
• lack of understanding as to how goals set affect overall organizational performance
• once the formal review is completed, nothing happens and/or there is no way to track results
• no connection between needed areas for performance improvement and developmental tools
• inadequate tools to help managers with skills in coaching, giving feedback, mentoring, selection and interviewing

Methodology

Based upon initial discussions Insala will identify the following existence or needs of the organization:

• tools to facilitate the performance management assessment process
• online multi-rater feedback tool to facilitate the evaluation of employees based on skills/ competencies including supervisory and employee collaboration tools and annual storage of historical data
• 360° feedback
• Corporate Cascading Goal Alignment
• tools to track and measure gaps, goals and results for professional and business goal development activity
• a highly flexible and adaptable platform that can readily accommodate integration with other tools, systems and processes
• accurate, timely and efficient corporate information and reporting delivered through on-line processes in real time
• implementation plans for a successful process rollout
• ability to measure and maximize the development process including the ability to demonstrate ROI.

Technology

A Performance Management methodology supported by technology is vital to any organization that wants to ensure they have the necessary human resources trained and available to meet their business objectives. This is first accomplished through the identification of the skills/competencies necessary to implement the business objectives and then by reinforcing these skills/competencies through Performance Management.

iPerformance, as part of the Talent Management suite, supports this methodology through a practical and effective performance process with a collection of tools that integrates development and performance objectives, competencies and job data information. Employees set goals, gather feedback, and conduct a gap analysis while Managers and HR Professionals coach and strategize with their respective constituents in real time.

iPerformance/Cascade provides customers with the ability to communicate multiple levels of strategic and functional objectives, in addition to supporting the interaction between employees and managers during the performance assessment process. Multi-level security is used to facilitate the employee self assessment, manager and/or matrix manager assessments, and peer review if required.

Benefits

Implementing a Performance Management methodology supported by technology allows the organization to:

• develop a clear profile of the pool of human resource skills/competencies necessary for future growth and competitive pressures including strengths and gaps
• assess talent bench strength for important business decisions – make decisions based on "real" skill/competency performance
• identify skill gaps and provide developmental activities that will focus on needed skills/ competencies
• produce quality reviews rapidly with significantly reduced paperwork
• track employee skills, competencies and goals
• enhance communication between employees, managers and human resource professionals
• align employee objectives with business objectives
• provide online access globally.
Implementing a Performance Management methodology supported by technology allows a Manager to:
• assess an individual’s skills/competencies in relationship to present organizational objectives
• develop individuals and create career and Learning Plans/paths appropriate to the organization's goals
• identify gaps between an individual’s present proficiency level and the proficiency level a job requires and give the individual specific feedback on needed improvements.
Implementing a Performance Management methodology supported by technology allows an individual to:
• assess his/her own skills/competencies in an objective manner and identify gaps between current skills/competencies and those required for present and future objectives
• based on skill/competency strengths, determine other positions/career options that might be of interest
• eliminate wasted time spent in training and other developmental activities
• feel that he/she is being assessed in an objective versus subjective manner based upon shared definitions of the skills/competencies.