Delivering Best Practices Performance Management

Transcription

1 SAP Best Practice Performance Management Delivering Best Practices Performance Management

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3 Deploying a performance management system is a powerful catalyst for increasing employee and organizational performance. If not handled properly, however, organizations risk creating unnecessary administrative work which can diminish some of the benefits. A key challenge is to balance the tension between creating a fair and consistent evaluation process across the organization and measuring employee performance based on individual needs. What best practices should you follow to help strike the right balance? How have other leading organizations designed effective review forms and processes? vq116

4 THE CHALLENGES OF DEPLOYING PERFORMANCE MANAGEMENT The Challenges of Deploying Performance Management Our Performance Management Expertise SAP SuccessFactors industry-leading Professional Services team leverages its deep HR and performance management domain expertise to help you build a tailored solution. We have helped customers of all sizes and across industries get the most out of their performance management solution by implementing proven best practices. Our customers have benefited in many ways. Business Process First Many customers are excited to see how they can leverage the feature-rich capabilities of our product and immediately want to discuss configuration options. However, it s important to step back and identify what you want to accomplish first. Our team will help you: Define your performance management process based on requirements and business goals before discussing configuration options Identify success critieria and map it to business drivers such as delivering ease-of-use, providing organization-wide visibility, or improving employee performance Provide Feeedback Set Expectations Asses Competencies Right Mix of Efficiency and Relevance Deploying performance management provides the opportunity to create a consistent review process that improves efficiency across the organization. However, organizations must reconcile the benefits of consistency with the need to meet individual departmental or line of business requirements. SAP SuccessFactors has helped many customers strike the right balance by creating forms and workflow routings that leverage common elements yet afford different groups flexibility in areas they value most. Tried and Tested Performance Review Form and Routing Design A key part of a performance management implementation is designing a performance review form that captures the information you need and is routed through an efficient workflow. We can share the best practices learned in working with customers of all sizes and complexity levels to create the right process: Review Forms We help you create meaningful rating scales, determine the appropriate number of competencies, and incorporate the most useful form sections such as one for employee development Workflow Routing We help you design a workflow that includes the appropriate routing steps and key approvers, regardless of your process complexity. We have even configured project-based review cycles that involve multiple manager review Evaluate Performance Review Progress Adjust Plans 4 SAP Best Practice Delivering Performance Management

5 DAY IN THE LIFE OF A CONSULTANT SAP SuccessFactors Knows Performance Management Our industry-leading Professional Services consultants are seasoned HCM professionals who understand your needs because they have lived in your shoes. Performance Management implementations leverage SAP SuccessFactors proven and tested Empower Methodology to enable our customers and their employees to get up-andrunning in the shortest amount of time possible. The SAP SuccessFactors Professional Services team helps companies of all shapes and sizes get the most out of Performance Management. FedEx, Gap, Inc., Gartner, Inc., Marriott Hotels, Kohl s Department Stores, Orange, Salesforce.com, and Sun Microsystems are just a few of the leading companies where SAP SuccessFactors has helped take Performance Management to the next level. Empower Methodology Initiate Define Configure Transition Deploy Initiate: Establish the framework of a successful project Define: Design a solution and develop a detailed project approach Configure: Configure each solution to enable each customer to achieve their strategic business objectives Transition: Ensure a successful go live Deploy: Deliver a solution that will help each customer reach their corporate goals one employee at a time. David Verhaag Enterprise Project Manager 10+ years HR experience 15 implementations 10+ industries RIGHT Average SIDEBAR customer HEADLINE size 10,000+ user Right Sidebar (max. 1,250 characters) Right I worked Sidebar on copy: a project Nam for que a large, nonseni global endam, financial omnimus services quati company temquunt with operations list, sus doluptae across nobisqui very distinct aut lines apit vel of business ilibusa pedios (LOB s) et et ranging volupictur from retail to commercial investment banking. The customer sought to create a common performance review process for its 85,000+ users Right Sidebar copy medium Right Sidebar copy: Nam que nonseni endam, across its wide-ranging businesses. It was clear omnimus quati temquunt list, sus doluptae that creating a common process for such diverse nostandicis crum es il vium scepec facta iam roles as bank tellers and investment bankers obus nobisqui aut apit vel ilibusa pedios et et would be challenging. volupictur To accomplish this requirement we partnered Right with Sidebar the client copy to create medium a core process for the organization. Right Sidebar After bullet: identifying Nam que the nonseni core process we identified endam, volupictur a select group of configuration options each Right business Sidebar could bullet: choose Nam que from. nonseni The configuration endam, options volupictur for all LOB s were consolidated and the information was used to create a common Right set of Sidebar performance copy medium review forms that could be Right leveraged Sidebar across copy: the Nam organization. que nonseni endam, omnimus quati temquunt list, sus doluptae nobisqui For example, aut apit vel one ilibusa of the pedios configuration et et volupictur options includes job competencies. The core process Right required Sidebar the use copy of medium the company s corporate competency Right Sidebar model bullet: but Nam each que business nonseni was able to endam, decide volupictur on the format that best fit their needs. Some Right chose Sidebar to bullet: rate at Nam the competency que nonseni level and others endam, at volupictur the behavior level rolling up to an overall calculated competency rating. Ultimately, we Right were Sidebar able to copy: design Nam a core que and nonseni common endam, process omnimus that delivered quati temquunt a company list, wide nostandicis view of performance il vium talent scepec while facta remaining iam obus relevant sus doluptae to the no- crum es bisqui specific aut needs apit vel of ilibusa diverse pedios business et et units. volupictur SAP Best Practice Delivering Performance Management 5 vq116

6 Performance Management implementations leverage SAP SuccessFactors proven and tested Empower Methodology to enable our customers and their employees to get up-andrunning in the shortest amount of time possible. 6 SAP Best Practice Delivering Performance Management

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