GeoMetrix Data Systems
Move Mountains…
Why Performance
Management
Systems Fail…
Grant Parks
Director, Business Development
GeoMetrix Data Systems
403.463.4882
grant.parks@trainingpartner.com
Agenda
• Introductions
• Performance Management (PM) Best Practices
• The Top 10 reasons why PM systems Fail – and how
to avoid these Common Pitfalls…
• Summary and Q&A
About GeoMetrix
• Training Partner learning & performance management
solution:
- TrainingPartner LMS
- PerformanceManagementPartner
• 250+ customers
• On premise or hosted solution delivery
• Lowest total cost of ownership
(Bersin & Associates – 2009 LMS Report)
Performance Management
Best Practices
Performance Management Process Steps
Organizational Performance
Appraisal & Analysis
Strategic Planning
Performance Planning
Individual Performance
Appraisal
Performance Monitoring
&
Employee Development
Performance Management Process Steps
Organizational Performance
Appraisal & Analysis
Strategic Planning
Performance Planning
Individual Performance
Appraisal
Performance Monitoring
&
Employee Development
ORGANIZATIONAL/STRATEGIC
Performance Management Process Steps
Organizational Performance
Appraisal & Analysis
Strategic Planning
Performance Planning
Individual Performance
Appraisal
Performance Monitoring
&
Employee Development
INDIVIDUAL
Performance Management Process Steps
Organizational Performance
Appraisal & Analysis
Strategic Planning
Performance Planning
Individual Performance
Appraisal
Performance Monitoring
&
Employee Development
EXECUTION
Best Practices Checklist
Strategic Planning
Org
Emp
Mgr
 An organizational activity involving setting up organizational goals,
competencies, and values (Alignment)
 Clear identification of job goals, competencies, KJRs (Key Job
Responsibilities), and expectations
 Goals, competencies, and KJRs should be linked to training –
skill development is a critical aspect of performance management
 Goals should cover all aspects of a business: Customer, Financial,
Internal Process, and Employee Learning & Growth
 Goals should be “SMART”: Specific, Measurable, Attainable,
Relevant, and Time-bound.
Best Practices Checklist
Performance Planning
Org
Emp
Mgr
 Organizational and Job goals, Competencies, and KJRs are cascaded
into Performance Plans creating instant Goal Alignment
 Individual goals are set and aligned with organizational goals
 The IDP (Individual Development Plan) should support and align with
organizational and departmental goals.
 Develop a collaborative two-way process
 Goals should be “SMART”: Specific, Measurable, Attainable,
Relevant, and Time-bound.
Best Practices Checklist
Performance Monitoring
&
Employee Development
 Frequent coaching, mentoring, feedback, and communication
 Employees execute their IDPs.
 Performance is monitored & gaps are addressed
 Collaborative two-way process
Org
Emp
Mgr
Best Practices Checklist
Individual Performance
Appraisal
Org
Emp
Mgr
 Reviews are based on goal, competency, and KJR attainment
 Implementation of SMART goals are critical
 Score weighting and override capability should be supported
 A formal process for handling employee review disputes
 Results are tied to career, succession, development, and compensation
processes
Best Practices Checklist
Organizational Performance
Appraisal
Org
Emp
Mgr
 Measure organizational goal attainment against the strategic plan
 Results impact HR and operational business decisions
 Results provide information for the Strategic Planning phase of the next
cycle of the Performance Management Process
The Top 10 Reasons
Why PM systems Fail –
and how to avoid these pitfalls…
1. No ability to pre-populate plans
“Aligning individual performance to overall business objectives is the number
one strategic action used by Best in Class companies.” - Aberdeen Group
2. Lack of Goal Alignment
“95% of workers are unaware of their employer’s
specific business objectives and what they can
do to help achieve them” – HR Tech
3. Insufficient Coaching & Feedback
• Goal
• Competency
• Key Job Responsibilities (KJR)
• Step submission
• Step signoff
• Journal
4. No Links to Learning & Development
Competencies
Goals
KJRs
Organizational
Job & Job Role
Goals, Competencies, KJRs linked to training.
Cascade
Performance Plan
Development Plan
5. Complicated Systems & User Interfaces
“…companies using a technology solution significantly outperform
their peers and exceed in Best in Class performance.”
- Bersin & Associates
“31% of respondents are dissatisfied with their current PM solution”
– Aberdeen Group
6. Workflow Exceptions Can’t be Handled
Something unexpected happened!! What do I do now?
6. Workflow Exceptions Can’t be Handled
Ahh – that’s better!
7. Employee Changes Job or Manager
8. Process behind schedule
9. Employee Disputes Appraisal
10. Can’t analyze organizational results
10. Can’t analyze organizational results
GeoMetrix Data Systems
Move Mountains…
THANK YOU!
Grant Parks
Director, Business Development
GeoMetrix Data Systems
403.463.4882
grant.parks@trainingpartner.com
www.trainingpartner.com