Enabling Business-Driven Performance Management
Description: Enabling Business-Driven Performance Management Customization What it does This guide to enabling business-driven customization can be used by HR to work with business leaders to identify where to customize the performance management
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slide1. Enabling Business-Driven Performance Management Customization What it does
This guide to enabling business-driven customization can be used by HR to work with business leaders to identify where to customize the performance management process to meet unique business needs.<br>
slide2. Instructions Human resources business partners or heads of talent management can use this guide to enable effective business-driven customization of performance management processes.
Guide – Align on Guiding Principles: Use this guide to set a shared foundation and align on the overall purpose of the performance management process to ensure change efforts support the guiding philosophy.
Tool – Define Levels of Customization: Use this tool to define a) where in the business performance management can be customized and b) where practices should remain standardized to ensure critical outputs and support guiding principles.
Guide – Consult on Customization Opportunities: Use this guide with business unit leaders to discuss opportunities where customization of performance management processes would support critical business needs.
Guide – Identify Data to Enable Customization: Use this guide to identify available performance management data to share with business leaders and enable effective customization.
Tool – Enable Business-Driven Customization: Use this guide with business leaders to evaluate performance management challenges that customization could overcome and identify the customization benefits and risks.
This guide enables HR leaders to serve as consultants to ensure effective business-driven PM. HR leaders can leverage these tools to create a structured approach to customization that is aligned to organizational talent management outputs and principles but also supports the unique needs of the business. How to Use the Tool:<br>
slide3. Guide – Align on Guiding Principles Instructions: Use this guide to align HR and business leaders on the overall purpose of performance management and how it connects to business strategy, culture and the employee value proposition (EVP), as well as ensure that change efforts support the guiding philosophy. Guiding Principles of Performance Management:
________________________________________________________________________________________________________________________________________________________________________________________________________________________
Describe PM in one word: _______________________________________________________________________________________
Ultimate Goal of PM: ___________________________________________________________________________________________
Measure of Success: ___________________________________________________________________________________________
Related Talent Management Processes: ________________________________________________________________________________________________________________________________________________________________________________________________________________________ Connection to Business Strategy:
____________________________________________________________________________________________________________________________________________________________________________________ Connection to Culture:
________________________________________________________________________________________________________________________________________________________________ Connection to EVP:
________________________________________________________________________________________________________________________________________________________________<br>
slide4. Tool – Defining Levels of Customization Instructions: Within HR, use this framework and discussion criteria to evaluate where in performance management there could be opportunities for customization and where practices should remain standardized to ensure critical outputs. Differentiation of Business Needs Low Low High High Level of Risk Core Standards specify practices that should stay the same across the business.
Moderate Customization entails customizing PM to some extend while still maintaining oversight
Maximum Customization allows business leaders the freedom to customize PM or even exclude certain practices. Criteria:
Level of risk: Is this practice a critical input to other talent management or HR processes?
Differentiation of business needs: Has this process come up as an inhibitor to effective business operations?
Organizational culture: Is this process key to building a shared organizational culture or could it differentiate an individual business unit culture?
Talent philosophy: Is this process driving an overarching performance management or talent philosophy?<br>
slide5. Guide – Consult on Customization Opportunities Instructions: Use these questions to identify opportunities for moderate and maximum customization within individual business units. In this conversation, HR should act as a consult providing data and subject matter expertise to the business. Through this conversation, HR can identify opportunities for customizing practices to drive key business outcomes.<br>
slide6. Guide – Identify Data to Enable Customization Instructions: Use this sample PM effectiveness report to identify available data that can be used to consult with business unit leaders on effective customization. HR should bring this data in conjunction with the tool on enabling effective customization to the working session on specific changes to make to performance management. Leaders should use the data to identify barriers and assess the health of the process and then make decisions on how to improve. Noncompliance or employees disregarding PM processes should be seen as an area to be investigated for customization opportunities. Engagement Survey Data:
Employee perceptions of PM practices
Manager performance conversation quality Qualitative Insights:
Feedback to HR lines
Feedback to business leaders
Usage Data:
Review submission rates
Feedback tool use
Number of goal submissions Additional PM System Analysis:
Comparing review timing, business unit and length of reviews submitted
Comparing cadence of setting goals and amount of time spent by business unit
Trends on noncompliance or underuse of PM Inputs for PM Effectiveness Report Action Plan to Identify Data:
Data source: _________________________________________________
PM process: _________________________________________________
Data source: _________________________________________________
PM process: _________________________________________________
Data source: _________________________________________________
PM process: _________________________________________________
Data source: _________________________________________________
PM process: _________________________________________________<br>
slide7. Tool – Enable Business-Driven Customization Instructions: Use this worksheet with business leaders to discuss where performance management challenges are occurring, data that illustrates the challenge or customization solution, what level of customization could address the challenge, what the benefits of customization would be and what risks this customization might present.<br>
This guide to enabling business-driven customization can be used by HR to work with business leaders to identify where to customize the performance management process to meet unique business needs.<br>
slide2. Instructions Human resources business partners or heads of talent management can use this guide to enable effective business-driven customization of performance management processes.
Guide – Align on Guiding Principles: Use this guide to set a shared foundation and align on the overall purpose of the performance management process to ensure change efforts support the guiding philosophy.
Tool – Define Levels of Customization: Use this tool to define a) where in the business performance management can be customized and b) where practices should remain standardized to ensure critical outputs and support guiding principles.
Guide – Consult on Customization Opportunities: Use this guide with business unit leaders to discuss opportunities where customization of performance management processes would support critical business needs.
Guide – Identify Data to Enable Customization: Use this guide to identify available performance management data to share with business leaders and enable effective customization.
Tool – Enable Business-Driven Customization: Use this guide with business leaders to evaluate performance management challenges that customization could overcome and identify the customization benefits and risks.
This guide enables HR leaders to serve as consultants to ensure effective business-driven PM. HR leaders can leverage these tools to create a structured approach to customization that is aligned to organizational talent management outputs and principles but also supports the unique needs of the business. How to Use the Tool:<br>
slide3. Guide – Align on Guiding Principles Instructions: Use this guide to align HR and business leaders on the overall purpose of performance management and how it connects to business strategy, culture and the employee value proposition (EVP), as well as ensure that change efforts support the guiding philosophy. Guiding Principles of Performance Management:
________________________________________________________________________________________________________________________________________________________________________________________________________________________
Describe PM in one word: _______________________________________________________________________________________
Ultimate Goal of PM: ___________________________________________________________________________________________
Measure of Success: ___________________________________________________________________________________________
Related Talent Management Processes: ________________________________________________________________________________________________________________________________________________________________________________________________________________________ Connection to Business Strategy:
____________________________________________________________________________________________________________________________________________________________________________________ Connection to Culture:
________________________________________________________________________________________________________________________________________________________________ Connection to EVP:
________________________________________________________________________________________________________________________________________________________________<br>
slide4. Tool – Defining Levels of Customization Instructions: Within HR, use this framework and discussion criteria to evaluate where in performance management there could be opportunities for customization and where practices should remain standardized to ensure critical outputs. Differentiation of Business Needs Low Low High High Level of Risk Core Standards specify practices that should stay the same across the business.
Moderate Customization entails customizing PM to some extend while still maintaining oversight
Maximum Customization allows business leaders the freedom to customize PM or even exclude certain practices. Criteria:
Level of risk: Is this practice a critical input to other talent management or HR processes?
Differentiation of business needs: Has this process come up as an inhibitor to effective business operations?
Organizational culture: Is this process key to building a shared organizational culture or could it differentiate an individual business unit culture?
Talent philosophy: Is this process driving an overarching performance management or talent philosophy?<br>
slide5. Guide – Consult on Customization Opportunities Instructions: Use these questions to identify opportunities for moderate and maximum customization within individual business units. In this conversation, HR should act as a consult providing data and subject matter expertise to the business. Through this conversation, HR can identify opportunities for customizing practices to drive key business outcomes.<br>
slide6. Guide – Identify Data to Enable Customization Instructions: Use this sample PM effectiveness report to identify available data that can be used to consult with business unit leaders on effective customization. HR should bring this data in conjunction with the tool on enabling effective customization to the working session on specific changes to make to performance management. Leaders should use the data to identify barriers and assess the health of the process and then make decisions on how to improve. Noncompliance or employees disregarding PM processes should be seen as an area to be investigated for customization opportunities. Engagement Survey Data:
Employee perceptions of PM practices
Manager performance conversation quality Qualitative Insights:
Feedback to HR lines
Feedback to business leaders
Usage Data:
Review submission rates
Feedback tool use
Number of goal submissions Additional PM System Analysis:
Comparing review timing, business unit and length of reviews submitted
Comparing cadence of setting goals and amount of time spent by business unit
Trends on noncompliance or underuse of PM Inputs for PM Effectiveness Report Action Plan to Identify Data:
Data source: _________________________________________________
PM process: _________________________________________________
Data source: _________________________________________________
PM process: _________________________________________________
Data source: _________________________________________________
PM process: _________________________________________________
Data source: _________________________________________________
PM process: _________________________________________________<br>
slide7. Tool – Enable Business-Driven Customization Instructions: Use this worksheet with business leaders to discuss where performance management challenges are occurring, data that illustrates the challenge or customization solution, what level of customization could address the challenge, what the benefits of customization would be and what risks this customization might present.<br>