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Critical Aspects of a Performance Management System:
Executive Summary >
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Executive Summary
This article is based upon an understanding that most
organizations are considering the development and
implementation of comprehensive and fully integrated
leadership performance management systems. These systems would
address the critical issues of all personnel from team members
to senior level executives. This understanding is usually
based upon conversations between senior staff leaders and
fully integrates into the strategic plan, and long term human
management system plan.
Basic Requirement
Develop a comprehensive competency based performance
management system that is fully integrated and considers the
areas of new employee selection and hiring, performance
appraisal, development of career-paths, succession planning,
leadership development, training, development/revision of job
descriptions, recruitment strategies, compensation, and
success measurability.
Critical Task
Establishment and tracking of measurements that will
illustrate improved job performance and overall increased
productivity and on-the-job effectiveness.
Major Concern
Develop a system that meets the needs of different offices,
cultures, ways of doing business, while achieving the
acceptance and ownership by all affected personnel.
Special Problem
Ensure that all aspects are time efficient and ensure ongoing
productivity, establishment of a common language, and are
fully consistent with the organization’s basic business
philosophy and practices.
Overall Approach
- Determine Success: The first step is to achieve agreement
as to what constitutes success for each phase of the
implementation. It is critical that all aspects of this
process provide some form of measurability and assures that
the program is going to make a positive long-term difference
to the organization.
- Determine Competencies: The recommended approach is to
conduct a job analysis for each major job family to determine
exactly what competencies are essential to success. This job
profile can then be utilized for all aspects of an effective
performance management system that attracts and retains a
committed workforce.
- Job Descriptions: A byproduct of the job profile is the
development of competency based job descriptions that identify
the essential competencies, content, context, and
environmental working conditions of each job family.
- Assess Competencies: Conduct multi-rater assessments
utilizing behavioral questions that are based upon the
competencies identified in the outcome of the job analysis
process for each job family. The outcome of these assessments
will be a comprehensive gap analysis profile for each
participant.
- Interpretation of Results: It is recommended that all
participants be debriefed individually regarding the results
of the multi-rater assessment.
- Develop Individual Training Plans: Everyone involved will
be asked to develop a comprehensive Individual Development
Plan (IDP) utilizing a similar format. These plans will be
reviewed with their immediate supervisor to ensure realistic
goals and to obtain the appropriate support and then shared
with human resources to assist in identifying the individual
and group training requirements.
- Determine Training Requirements: Based upon the
competencies determined by the job Analysis, the results of
the assessments, and the development of IDPs; the specific
training curriculum will be determined, while being very
mindful that the learning objectives are in accordance with
the competency and skill requirements.
- Provide Training: Based upon the IDPs and the overall
goals, training will be provided in various formats to
maximize the overall impact and incorporate the requirements
of each individual participant in the program. These formats
will probably include formal classroom training, use of books
and videos, an online developmental library, E-Learning,
external training opportunities, and individual coaching. The
key will be that however the training is received, Each
participant will develop an action plan defining how they are
going to implement, with impact, their newly acquired
knowledge.
- Post Assessments: After six to twelve months of
implementation of new knowledge, change should have been
achieved with either demonstrated new skills or modified
behavior realized. At that time a post assessment should take
place to determine the specific results that have been
achieved. To assure maximum objectivity, the same format
should be utilized to assure validated comparisons.
- Career Paths: Based upon the various job profiles, career
paths should be developed that illustrate both the managerial
as well as the technical career paths that are available to
current and new employees.
- Succession Planning: To ensure a highly effective
managerial team, a comprehensive succession process should be
established to ensure that future executives of the firm have
the necessary skills, capabilities, attributes, and traits of
outstanding leaders. This process should take into
consideration the differing competency levels by managerial
level.
- Performance Appraisal System: One of the keys to retention
is the recognition for outstanding contributions and an
objective way to identify ways to improve performance. It is
therefore recommended that the current performance appraisal
system be updated to incorporate a dynamic gap analysis
process, inclusion of a career development component, as well
as the current management by objectives.
- Recruitment Strategies: Essential to success is the
ability to attract and hire the best possible employees.
Incorporated in our proposal is a system that will fully
integrate the job analysis process to ensure a more objective
and efficient process that can be systematically used by all
of the organization’s locations and managers.
- Compensation: This system also addresses the issue of
identifying a fair and equitable compensation system essential
to overall success.
The bottom line of this process is to attract, retain, and
develop managers that are highly efficient and with the
technical and professional skills necessary to achieve both
strategic and short-term goals.
Performance Management
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