Effective Online Performance Management Alison Sparkes Client Development Manager

Transcription

1 Effective Online Performance Management Alison Sparkes Client Development Manager Local Government Human Resources Conference 2012

2 NGA.NET Company Overview Australian owned Talent Management Software company established in 1997, with offices in Australia, New Zealand and the United States of America Cloud based solutions: erecruit& eperform Close to 200 customers across Federal, State and Local Government, NFP, Education and Corporate/SME Belief: Process plus flexibility drives outcomes and efficiency

3 What are the 2 most basic human needs? Nurture and Validation

4 Agenda What is Performance Management? Why is it Important? Where does our Performance Management Strategy go wrong? How can we improve the value of, and participation in, Performance Management? Moving Online: eperform solution: Features & Benefits NGA.NET Performance Management Benchmarking Survey Post Conference Local Government Human Resources Conference 2012

5 What is Performance Management? An ongoing, continuous process of communicating and clarifying job responsibilities, priorities and performance expectations in order to ensure mutual understanding between supervisor and employee.values and encourages employee development through a style of management which provides frequent feedback Both a strategic and an integrated approach to delivering successful results in organizations by improving the performance and developing the capabilities of teams and individuals The process of motivating employees through setting goals, measuring progress, giving feedback, coaching for improved performance, and rewarding achievements

6 What is Performance Management? An ongoing, continuous process of communicating and clarifying job responsibilities, priorities and performance expectations in order to ensure mutual understanding between supervisor and employee.values and encourages employee development through a style of management which provides frequent feedback Both a strategic and an integrated approach to delivering successful results in organizations by improving the performance and developing the capabilities of teams and individuals The process of motivatingemployees through setting goals, measuring progress, giving feedback, coachingfor improved performance, and rewarding achievements

7 Traits of a Great Performance Management Strategy Flexible & varied Clear job descriptions up front: Competencies, Capabilities Employee performance plans : Goals, KRAs and performance indicators Set performance standards for measuring the outcomes against goals/kras Continuous coaching and feedback Identify training and development needs Reward and recognition systems Providing promotional/career development support and guidance to the employees Local Government Human Resources Conference 2012

8 Why is Performance Management important? Compliance Align Organisational and Employee goals Optimise Staff performance Maximise Staff engagement

9 Employee Engagement Employers have not provided the appropriate focus or level of management that would lead to increased productivity, nor have they connected individual performance to organizational goals. AON Hewitt Report Trends in Global Employee Engagement 2012 Local Government Human Resources Conference 2012

10 So where is the process most likely to go wrong? Lack of Ownership Lack of Training & Guidance Lack of engagement in process

11 Strengthening Staff Performance in the Australian Public Service APSC has established a research partnership with the Australian National University, University of Canberra and University New South Wales University of Canberra's Professor of Human Resources Management; Deborah Blackman: Four guiding principles to effective Performance Management: Adaptability to context Mutual accountability Organisational competences and dynamic capabilities Performance management capacity Local Government Human Resources Conference 2012

12 So how can NGA.NET help? "It is not the strongest of the species that survives, nor the most intelligent, but the one most responsive to change." Charles Darwin

13 eperform: Online Performance Management Solution Cloud based Fully configurable Easy to use Two core modules: Performance Manager Talent Manager Full visibility& Control & Reporting ability Efficient: no paperwork, forms, loss of data Workflow based: Encourage Manager& Staff fulfilment through ease of use & streamlining Auto reminders: Keep everyone on time Time saving Easier to align business objectives with those of individuals Web based: Flexibility any time and place Increase job satisfaction, responsibility and accountability for performance in the workplace. Local Government Human Resources Conference 2012

14 eperform Case Study: Strathfield Municipal Council Trying to collate 150 hard copy performance reviews, organise the information into a spread sheet and then manipulate and filter the data was a very time consuming process. Measuring how staff were tracking against our management plan objectives was virtually impossible. The system has allowed us to control the status of reviews and to extract data immediately respond more appropriately to issues before they become bigger than they should be. eperformallows staff to have a say in their own performance and as a result, they are much more engaged. Jason Andrew, Group Manager Organisational Performance

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16 Conclusion Performance Management is a key HRinitiative and an important strategy for all organisations; engage and optimise Staff performance We understand where it can go wrong; ineffective process, lack of engagement, inflexibility Done well, an Online system can remove barriers to adoption and facilitate the process, maximising Staff engagement Local Government Human Resources Conference 2012

17 NGA.NET Performance Management Benchmarking Survey coming to you by after the conference for you to benchmark your Council against your peers. Thank you for participating! Alison Sparkes Client Development Manager / alison.sparkes@nga.net