Professional Documents
Culture Documents
Organisational
Performance
INTRODUCTION
ABOUT US
OBJECTIVE
COURSE AGENDA
PARTICIPANTS
INTRODUCTION
PARTICIPANTS
EXPECTATIONS
http://workforcegroup.com/winstitute/
WHO WE ARE
Workforce Group (WG) is a leading provider of
cutting edge solutions that advance the practice of
Human Capital, Strategic Talent Management,
Leadership
and Organisational Development
interventions in Nigeria.
Founded in July 2004, our focus has been and
remain the integration of Human Capital and
Business Strategy. Our unique value is in the area of
defining the paradigms and talent practices that
result in a high-performance culture.
Your
Business
Your
People
Our
Focus
Strategic
Planning
Business
Modelling
Execution
Management
Organisational
Effectiveness
Organisational
Diagnostic
Change
Management
Competency
Framework
Integrated
Solution
Talent
Acquisition
Talent
Assessment
Talent
Verification
Talent
Engagement
Talent
Retention
Talent &
Leadership
Development
http://workforcegroup.com/winstitute/
OUR
TRACK RECORD
CLIENTS
Over 150 Companies have chosen us
FINANCIAL
FMCG
GOVERNMENT
BANKING SECTOR
TELCOM SECTOR
FMCG
PUBLIC SECTOR
Introduction
Wow, Tunde
seems like the
perfect hire
He is unclear about
the goals of the
organisation
Business
expectataions from
him and his unit also
unclear.
He received little or
no feedback on his
performance except
at the yearly
performance review.
No delibrate system
to develop him or his
career.
Disengaged
I Desperately
Want to Know?
What is expected of me and
how i impact on the big
picture?
The biggest
mistake
is
assuming people know the
answer to this question.
You just cant afford to assume
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edit
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What
Effective
Performance Management?
Quotes
Corporate
Teams
(units and
departments)
Individuals
And
2.
Continuous Process of
Identifying
Measuring
Developing
The performance of individuals and teams
Performance
Management
Infrastructure
Performance management
cycle is continuous and
consistent
Performance
Management
Culture
Execution
Career Development
Create Individual Development Plan
(IDP)
Talent Discussion (Development)
Assessment
On-going feedback
Annual Performance assessment PA
and Performance Dialogue PD
Talent Discussion (Criteria)
Feedback Framework
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Feedback is an essential
component of a performance
culture
Most beneficial if ongoing
Intended to support staff
performance and
development
Applies to both positive
and constructive
situations
On-going feedback
ensures no surprises
Framework assists in
preparing to deliver feedback
effectively
Expectations
Consequences
Observations
Observations
Assessments
34
The Strategy
Mission
Why We
Exist
Vision
What We
Want to Be
Values
Whats
Important to
Us
Strategy Map
: Translate the
Strategy
Strategy :
Our Game
Plan
Strategic
Outcomes
Satisfied
Shareholders
Delighted
Customers
Balanced
Scorecard :
Measure and
Focus
Excellent
Processes
Motivated
Workforce
Revenue Growth
Financial
Price
Quality
Service
Availability
Brand
Customer
Internal Process
Operations
Management
Processes
Customer
Management
Processes
Innovation
Processes
Regulatory
and Social
Processes
Organization Capital
Information Capital
In the financial perspective, the strategic goal is the longterm shareholder value. This goal is driven by two factors,
namely : revenue growth and cost efficiency.
Long-term
Shareholder Value
Cost Efficiency
Revenue Growth
Expand Revenue
Opportunities
Customer acquisition
Customer retention
Customer profitability
Market share
Customer satisfaction
Customer Retention
Customer Profitability
Customer Satisfaction
Market Share
Customer Acquisition
Price
Quality
Service
Availability
Brand
Innovation Process
Operations
Management
Processes
Customer
Management
Processes
Processes that
produce and
deliver products
and services
Processes that
enhance
customer value
Innovation
Processes
Processes that
create new
products and
services
Supply
Selection
New Ideas
Production
Acquisition
R&D Portfolio
Distribution
Retention
Design/
Develop
Growth
Launch
Regulatory
and Social
Processes
Processes that
improve
communities
and the
environment
Environment
Safety &
Health
Employment
Community
Human Capital
Organization Capital
Information Capital
Human Capital
Skills
Knowledge
Attitude
Organization
Capital
Culture
Leadership
Organization
Development
Information
Capital
Systems
Database
Networks
Financial
Expand
Market Share
Enhance
Brand Image
Customer
Achieve Operational
Excellence
Drive Demand
through Customer
Relation Management
Manage Dramatic
Growth through
Innovation
Implement Good
Environmental
Policy
Internal Process
Learning & Growth
Develop Strategic
Competencies
Build Learning
Culture
Agreeing on Expectations
S
M
A
R
T
Specific
Measurable
Agreed
Realistic
Time bound
Your Experience
Solution:
Educate managers on the need to provide prompt and continious
feedback to employees about their performance.
Employees are only able to improve performance when they have a
clear understanding of expectations and they have feedback to help
them track their progress.
Adopt systems that force regular performance discussions. MPR and
1:1 sessions.
No organization is perfect and there will always be performancechallenged employees even in the highest performing groups. But,
managers often complain about employees, then rate their performance
as satisfactory or above. This entrenches a negative performance
management culture that is unfair to your strong performers.
Solution:
Call out poor performance when the employee has not met
expectations.
Recorgnise and reward start performers.
its important to consistently build a culture where managers accurately
assess performance.
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can
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Master
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Youre
too
busy
to manage performance
Some managers believe thay are to too busy to find time to give
employees feedback about their progress. Sadly, if they are too busy to
engage their line reports on their performance, they are clearly not
managing them properly and cannot leverage them effectively employees
as key resources.
Solution:
The best managers spend at least 20% of their time coaching and guiding
employees to achieve the big picture goals.
Ask yourself, what meetings, tasks, or projects should I delegate or just
stop doing so that I have time to spend supporting my employees?
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to edit Master
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Start from the top by ensuring that corporate goals and objectives have
been clearly articulated.
Help employees understand how their performance ties to the
companys overall objectives. Help them see the big picture.
Ensure senior management leads the way
Train and re-train line managers to use the process.
Provide employees the opportunity to assess themselves.
Gather information from a variety of sources.
Provide regular feedback (performance and developmental discussions)
Provide continuing opportunities for employee development and
advancement
Link employee compensation and reward to performance
Primary Contact:
FOLUSO ARIBISALA
EXECUTIVE DIRECTOR
Thank You
for your attention