Certified Performance Management Expert

Transcription

1 Certified Management Expert

2 CONTENTS #1 Point of View Learning Anchors #3 Architects Learn from our Best Consultants #5 Learning Promise Quick Snapshot Learning Experience #2 Course Curriculum Program Snapshot Evaluation Criteria Module Details #4 Registration Details Commercials Calendar Connect with Us 1

3 Aon Hewitt Learning Center is on a mission to provide real learning to help HR impact business outcomes. We bring together our consulting insights and capability building expertise to create highly-specialized learning journeys for HR professionals.

4 LEARNING PROMISE Effective Partnership Gain leaders trust to sharpen the human capital agenda Navigate across contexts to create tangible impact Technical Expertise Business Acumen Understand business imperatives, connect people initiatives 3

5 QUICK SNAPSHOT Our Capabilities 1 Flagship certificate courses for HR professionals 10 years Is the median participant experience 40% Alumni refer someone for an AHLC course 2 Bespoke HR capability journeys for organizations % Alumni feel empowered to drive business results HR leaders are a part of our alumni community HR professionals have received training via our courses

6 LEARNING EXPERIENCE Comprehensive Assessment Certify your learning Assignment Learning Lab Reinforce your learning Online Discussion Learn from our best consultants Connect with peers E-Learnings Registration Get your courseware Register 5

7 Point of View Our Learning Anchors

8 PERFORMANCE AS COMPETITIVE DIFFERENTIATOR Customers Who Competitors Can t Steal Solid Financials Sound Shortand Long-Range Plans Achieving Your Business Strategy Differentiating Products and Services Strong Operations and Technology Systems High Workforce In business, the idea of measuring what you are doing, picking the measurements that count like customer satisfaction and employee performance You thrive on that. Bill Gates 7 *Source: Forbes, 2011

9 ESTABLISH FOUNDATION : Fulfillment of a claim, promise or request Stakeholder Map Management: It is a holistic and ongoing approach in which individuals and groups take responsibility for continuous improvement of business results Drive Results Align with organizational imperatives Achieve business results Holistic Accelerate high potentials Develop potential Ongoing Approach Communicate drivers Build capability through feedback 8 *Source: To Rate or Not to Rate: A Thoughtful Guide to Rating By Warren Rosenstein and Levi Segal, January 2016

10 CREATE A HIGH PERFORMANCE ORGANIZATION Design Align Fuel Clarify the purpose Make tough design choices Link performance to talent decisions Cascade individual goals to organizational imperatives Create accountability to deliver performance What gets measured gets done Provide feedback that matters Energize your high performers to achieve more Build employee strengths Recognize Sustain Evaluate performance and potential Recognize and reward performers Enable career transitions Drive execution excellence Use digital tools Predict high performers 9

11 DESIGN PERFORMANCE Making Tough Choices Objectives of PMS Define and evaluate performance Reward performance Drive performance What to measure Outcomes What and how Potential Who measures Downward appraisal Employee feedback Downward and upward appraisal Frequency Annual Bi-annual Continuous/ Quarterly Ranking Forced ranking Loose ranking No ranking Outcome Reward high performers Rank and yank Coach performers Integration of No integration Pay for performance Linkage to talent management 10

12 ALIGN PERFORMANCE Moving Beyond SMART Goals Align Stretch Prioritize Accountable Organization wide alignment on goals Set high-reach targets Big Picture Prioritization Simultaneous individual and team accountability Clear Agile Commit Clarity of expectations Set and adjust expectations at pace of business Build commitment, even when targets are preset 11

13 FUEL PERFORMANCE Psychology of Feedback Open Amygdala Hijack Knee jerk reaction Anger Feel threatened Flight or Fight O P P E N N E S Closed DISPIRITED DEFENSIVE OPEN DISMISSIVE Low CONFIDENCE High Interval based Feedback Time gap between incident and feedback leads to lack of recall for the instance at the receiver s end Difficult for receiver to move from an emotional response to a rational one Continuous Feedback Helps to reflect at the feedback rationally as it is given instantly and the evidence can be recalled High chances of being acted on High chances of being dismissed 12

14 RECOGNIZE PERFORMANCE Defining Potential Do they have the competence and cognitive ability to take on a bigger or broader role? Do they have the track record and personality to prove it? ABILITY Leadership Competencies Do they demonstrate learning agility? LEADERSHIP POTENTIAL Do they aspire to take on more? Do they have the personality to prove it? AGILITY Capacity to Grow ASPIRATION Will to Grow Do they have the track record and personality to prove it? 13

15 RECOGNIZE PERFORMANCE and Potential Dynamics Communication Strategies Propel 1. You are among the best and are special to us 2. We deeply appreciate what you do 3. Your rewards will keep pace with your impact High 6 Fish out of water 3 Rockets 1 Star Performers Develop 1. We value you and are keen to develop you 2. We all must keep stretching to stay ahead of our competitors 3. and potential both are important to us Support 1. Without real improvement this may not be the right place for you Potential Average Low 8 5 Puzzles Solid Performers 9 7 Red Flags Contributors Low Average 2 Key Performers 4 Specialists High 2. Help is available but turning things is up to you 14

16 SUSTAIN PERFORMANCE The Three Pillars The What The How 1 Execution Excellence Execute process with rigor to ensure leaders, managers and employees embrace the tenets and intent of the system Effective communication Measure effectiveness Simple process 2 Digital Framework Enable technology to reduce employee effort & time Intuitive process Smartphone ready Real time analysis 3 Analyze Data Analyze past performance in an effort to predict the future and enable decision making analysis Aid talent decisions Develop talent 15

17 Course Curriculum Drive a high performance organization

18 PROGRAM SNAPSHOT Design Align Assignment Fuel Recognize Sustain Final Assessment Day 1 Day 2 Assessment Assignment Learning journey spanning across two contact classes and a comprehensive online assessment Online Learning Modules* Online Discussion Boards* *Active for one year 17

19 EVALUATION CRITERIA Class Participation Final Assessment Assignments 20% 20% 40% E-Learnings Online Discussion 10% 10% Final Assessment can only be taken after attending all five modules Minimum 50% is required in the final assessment At least 50% aggregate score is required to complete the certification 18

20 MODULE DETAILS 1 Design Objectives Formulate Management approach Explain and create a business case for performance management in the organization Articulate how culture drives performance and behaviors in the organization Clarify the purpose of creating performance management Understand the performance management design choices Outcomes Position performance management as an enabler for business success Incorporate the culture elements in decisions Design the objectives of performance management Outline the performance design choices on basis of organization culture 19

21 MODULE DETAILS 2 Align Objectives Align deliverables to organizational imperatives Explain how alignment can be created through cascade of goals Assess importance of both outcome and the means to achieve it Leverage employee strengths to drive performance Understand the importance of having a business pace based performance management system Outcomes Articulate cascade of organization goals to team and individual goals Articulate how cultural elements (values, competencies) should be an important aspect of aligning performance Explain how strengths can be used to steer the goal setting conversation 20 Create a performance system which resonates with business pace and impact

22 MODULE DETAILS 3 Fuel Objectives Support employees to accelerate performance Infer how performance can be enhanced by developing employees Assess how strengths can be leveraged to drive performance Interpret the need, benefit and approach of having a mid-year goal review Identify the value of feedback for driving performance Outcomes Incorporate developmental approaches in the Management System Influence how strengths can be used for development of individual Explain why mid-year reviews are a vital part of performance system Develop mechanism to give and receive feedback 21

23 MODULE DETAILS 4 Recognize Objectives Reward above and beyond performance Explain the importance of having an objective, bias free way of measuring performance Decipher the importance of having performance calibration discussion Measure both the What and How of performance Value recognition as a motivator for driving performance Outcomes Create objective, bias free and transparent performance measures Incorporate performance calibration discussion and parameters (only performance or potential or both) in the performance management system Build capability to measure the What and How of performance Fabricate recognition in performance system 22

24 MODULE DETAILS 5 Sustain Objectives Anchor the performance journey Understand importance of sustaining momentum for performance management Realize the advantage of keeping things simple Create performance metrics to predict performers Leverage digital platforms Outcomes Execute performance cycle in a way that ensures focus on performance throughout the year Construct performance templates and process that are easy to understand and use Visualize the power of predicting performers and having differentiated talent metrics Use digital platforms for managing performance management system 23

25 Architects Access the best minds in the industry: experiences, insights, growth. Delivered.

26 LEARN FROM OUR BEST CONSULTANTS Anandorup Ghose leads Aon Hewitt s Rewards practice for South Asia. Prior to this role, he managed several client relationships in the Middle East, Asia Pacific and India in the areas of executive compensation design and benchmarking, long term incentive plan design, sales incentive plan design, governance structure definition, remuneration committee advisory etc. Moreover, he has also worked on some large scale merger integration projects with clients in the region, primarily in the field of telecom, financial services and oil and gas. His key clients include the Aditya Birla Group, Mahindra, Genpact and Tata Consultancy Services. Anandorup is a regular speaker at several executive compensation forums in industry associations such as All India Management Association, FICCI, and Anchorage Society for Human Resource Management. He is ardent reader of the Economist and whenever time permits he loves to travel and experience new cultures. Anandorup Ghosh Dean, Aon Hewitt Learning Center Anandorup's Mantra Culture eats strategy over breakfast Peter Drucker 25

27 LEARN FROM OUR BEST CONSULTANTS Anurag has pursued a career in Human capital consulting, with over 13 years in premier organizations like Aon Hewitt and Mercer Consulting in leadership positions, out of his 15+ years of professional experience. He currently leads the Organizational Effectiveness practice for Aon Hewitt. Pharmaceutical, O&G, Auto, Manufacturing, FMCG, Mining, Education, Healthcare, ecommerce, Government etc. are a few of the industries in which he has been advising clients in the recent past. His experience spans across business management and talent/people solution thought leadership. His focus areas range from transformational interventions like organization structure, leadership assessment & development, career architecture, performance systems, rewards, Employee Value Proposition to employee engagement and culture etc. He is a regular speaker/panelist at forums such as CII, AIMA, DMA, NIPM, FICCI, and academic institutions such MDI & IMI, He is also a visiting faculty at MDI. He is a Hogan Certified coach and Richard Barrett & Associates accredited Culture Transformation expert. Anurag completed his Post graduate from Tata Institute of Social Sciences, Mumbai. He is a graduate with Honors in Mathematical Statistics from Kirori Mal College, Delhi University. 26 Anurag Aman Leader, Organizational Effectiveness Anurag s Mantra Vision without action is daydreaming and action without vision is a nightmare Anon

28 LEARN FROM OUR BEST CONSULTANTS Parived has rendered Talent & Organization Effectiveness advisory to various organizations across India, UAE, Sri Lanka, & South Africa. He has worked extensively on aligning HR / People Strategy with overall Business Strategy / direction of various local & international firms. He has managed integrated HR transformation projects for large complex organizations to revitalize their Human Capital proposition and has worked with hyper growth high potential organizations to leverage HR for sustainable Business growth. He has consulted organizations on HR Strategy, Organization Design, Manpower Optimization, Change Management, Management, Behavioral & Functional Competencies, Career Architecture, HR Delivery Model, Job Evaluation, Leadership Assessment & Development (including CXO assessments & development workshops), Employee Engagement & Retention, Culture Transformation, HR Systems & Processes and Succession Planning. He has rendered advisory for various Fortune 500 Organizations, MNCs & Indian Conglomerates across Industry Segments Manufacturing (Steel, Cement, Auto), IT/ITES, E- Commerce, Telecom, Healthcare, FMCG, Chemicals, BFSI, Retail, Media/Entertainment etc. He is a certified practitioner of Cognitive Process Profile (based on Stratified Systems Theory), Motivational Profile & Value Orientation. Parived Bhatnagar Senior Consultant, Organizational Effectiveness Parived's Mantra Talent like water always finds it s level Self 27

29 Registration Details Take the leap: simple three step registration and welcome real learning

30 COMMERCIALS, CALENDAR & CONNECT WITH US Learning Center Classroom sessions 16 hours Course Calendar Click to view Terms & Conditions Click to view Online Discussion Board Active for one year Participant Handbook Pre-reads 10 hours Certification Aon Hewitt Certified Management Expert Connect with us / Course Fee (inclusive of taxes) USD 900 Participation will be confirmed post payment 29

31 CONTACT US Aon AHLC Inquiry Mailbox: Amit Kumar: