PPT-Performance through People

Jane Rexworthy Executive Director janerexworthypeople1stcouk Establishing a sustainable skills model Research Set Standards Develop Solutions to meet standards Deliver Solutions Sector Skills Council. The Hiring and firing policies of Jack Welch and Deming’s Management of People. Structure. Jack Welch’s hiring and firing policies. Deming’s . System of Profound Knowledge. Maslow’s and Herzberg’s motivation theories . . Ya’akov. (Kobi) Gal. Department of Information Systems Engineering. Ben-Gurion University of the Negev. School of Engineering and Applied Sciences, . Harvard University. 1. Motivation. People interact with computers more than ever before.. and . Leadership Behaviours . Overview – July 2015. 2. Values and behaviours . for ALL. We are true to our . word: . When we make promises we keep them. We act courageously: . We lead, we manage and we tackle the difficult issues: every day, every one of us. People Performance Inc. 2003 Page 2 of 18 Patrick M. Wright. Thomas C. . Vandiver. Bicentennial Chair in Business. Director, Center for Executive Succession. Darla Moore School of Business. University of South Carolina. “Our people are our most important asset.”. Nawal Ahmed. Lizette Ramirez-Miranda. Madeline Taylor. Aisha Trujillo. Nasarin Ahmed. Pgs. 498-510. If you aren’t fired with enthusiasm. You will be fired with enthusiasm. Overview of Presentation. People Strategy 2015 – 2018. Leaders in People Services . . Connecting with our people –through Quality Conversations . Why is performance achievement a priority? . ….. . Studies conclude that there is a direct link between . Performance and Development . NSW Department of Education – People and Services Directorate. Why are we all here?. Students . The school experience. NSW Department of Education – People and Services Directorate. Rod Sowden. Agenda. Organisational perspectives. The teams. Change theories and us. Network Rail case study. Aspire Europe. Assess. P3M3, Gateway and assurance. Suppliers of assurance, gate reviews and maturity assessments. Management: Managing . the Shift to . Pay . for Performance at . UC. Dwaine . B. Duckett. Vice President, Systemwide Human Resources. EPIC Webinar April 12, 2016. What is driving the shift to pay for performance at UC. Culture . These slides are meant for reading,. rather than presenting. 1. Freedom & Responsibility . Applies to our. Salaried. Employees. Our hourly employees are important, but have more structured job roles. Your Role. Who do you see as your sponsors ?. Who do we see as your stakeholders?. How often should you meet with them?. What do they expect of you?. What do you see as your key challenges?. What could be . panel discussions. HSF and its role in performance? . V: This is the question that we should keep in mind throughout the panel discussion . What is Computational Efficiency for you?. Holistic Performance Assessment? . McClelland has identified three types of basic motivating needs . He classified these . these. as need for power (n/PWR), need for affiliation(n/AFF), need for achievement(n/ACH). 1. . Need for power Motive.