10 Things HR Can Do to Help Align an Organization’s Goals

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Establishing clear and measureable goals for all employees in an organization is among the top 10 practices that drive business impact, according to research firm Bersin & Associates.Join us for this event SumTotal's Director of Product Marketing will help you look beyond performance management technology to get the most out of both your people and your performance solution. Discover 10 steps that can save you time and expense as you work to drive better organizational alignment. In this webinar youll learn:The 10 most important things to consider before you embark on a goal alignment projectHow to position HR in the process, and what role HR professionals should playBest practices for avoiding common pitfalls, such as planning a multitiered rollout to help goals work their way down an organizationThe role that integrated talent management technology can play


  • 1. 10 Things HR Can Do to Help Align an Organizations GoalsPresented By: Stephan Millard Director of Product MarketingProgram ID: ORG-PROGRAM-88190

2. Agenda Fundamentally, alignment is about clear, frequent communication Goal alignment can have very measureable ROI Technology can help, but its also about people & culture Goal alignment is a very intuitive processPage 2 - July 5, 2011 PROPRIETARY AND CONFIDENTIAL 3. Polling Question: currently, how well aligned are your organizations goals? 100% Aligned Every employee works towards the same company goals 50%-75% Aligned most employees and/or departments working towards the same company goals 25%-50% Aligned Some employees and/or departments working towards the same company goals 0% Aligned employees work on what ever they like and hope for alignmentPage 3 - July 5, 2011 PROPRIETARY AND CONFIDENTIAL 4. The 10 Steps Towards Greater Alignment 1. Know the3. Cascade4. Ensure2. Get buy-in goals Goals Consistency 5. Hold6. Reinforce 8. Encourage7. Work theEveryoneThrough Year Round Gaps AccountableDevelopment Communication10. Measure9. Monitor Twice and Cut ComplianceOncePage 4 - July 5, 2011 PROPRIETARY AND CONFIDENTIAL 5. 2. Get buy-in Work with the Executive Team Understand organizational objectives & how goals relate Communicate through them Use existing power-centers in your organization to drive buy-inPage 5 - July 5, 2011 PROPRIETARY AND CONFIDENTIAL 6. 3. Cascade GoalsSet the goals at the top Make sure they are clear / measurableFacilitate cascading the goals down This is where technology can help Try to maintain measurable alignment upIt will never be 100%! Goals direct & focus employees Goals promote better communicationPage 6 - July 5, 2011 PROPRIETARY AND CONFIDENTIAL 7. 4. Ensure ConsistencyCross check between groups Make sure groups understand their role in the overall corporate goal(s)Follow SMART criteria This is where technology can really help Specific, Measurable, Attainable, Realistic, TimelySet a minimum and maximum # This will help managers & employees focus and choose more carefullyPage 7 - July 5, 2011 PROPRIETARY AND CONFIDENTIAL 8. 5. Hold Everyone AccountableManagers should drive accountability Give managers the tools to measure progress Provide coaching on how to maintain team focusSystems measure progress Be sure to allow managers access to the tool Tools can empower, rather than be a burdenExecutives oversee accountability Setup dashboard reports that can drive action Have regular meetings scheduledPage 8 - July 5, 2011 PROPRIETARY AND CONFIDENTIAL 9. 6. Reinforce Through DevelopmentMake sure employees have skills and tools Understand the required skills Competencies work to quantify skillsImplement Development Plans Align these to skill gaps These can help employees in career planningPage 9 - July 5, 2011 PROPRIETARY AND CONFIDENTIAL 10. 7. Work the GapsManagers look at Individuals, HR looks at overall Again empower managers with tools to help their employeesPartner with OD/Training teams This is where integrated performance & learning system helpsTrack and measure Measure more then course completion Look for trainings effect on performancePage 10 - July 5, 2011 PROPRIETARY AND CONFIDENTIAL 11. 8. Encourage Year Round CommunicationNot a one time event! Encourage setting goals with quarterly or other interim measurementsSend reminders to keep the message visible This is where completion and reports and dashboards are usefulWork to embed in the culture Remember: what gets measured gets managedPage 11 - July 5, 2011 PROPRIETARY AND CONFIDENTIAL 12. 9. Monitor ComplianceGive managers tool to monitorindividual complianceHR should monitor at aDepartment levelProduce regular Executive ReportsPage 12 - July 5, 2011 PROPRIETARY AND CONFIDENTIAL 13. 10. Measure Twice and Cut OnceReinforce through annual appraisal process Appraisals can be more than goal measurement Think about ratings distribution to ensure objective, fair scoringTie to compensation increases Give clear guidance up-front, this will avoid confusion Integrated pay-for-performance systems can help thisPage 13 - July 5, 2011 PROPRIETARY AND CONFIDENTIAL 14. Polling Slide: Question: In your opinion, at what stage do most Corporate Goal Alignment Programs fail? Lack of Executive Buy-In Goals not cascaded down throughout the organization Lack of individual development plans Not consistent throughout the year Not tied to appraisals or compensationPage 14 - July 5, 2011 PROPRIETARY AND CONFIDENTIAL 15. Polling Question: How is your organization doing goal alignment today? We dont have a program / process to ensure goal alignment Entirely manual process (e.g. paper / whiteboard) Semi-automated we have goals/ performance system but aligning goals is still manual Fully automated we have a goal / performance system that does thisPage 15 - July 5, 2011 PROPRIETARY AND CONFIDENTIAL 16. Most Complete Comprehensive & End-to-end Complete End-to-end Solution Broadest & Deepest Capabilities Holistic Talent Management Workflows Pervasive Embedded Analytics Seamless User Experience Proven, Scalable Architecture Highly Configurable & Easy to Use Talent-based system of recordPage 16 - July 5, 2011 PROPRIETARY AND CONFIDENTIAL 17. Most Experienced Every Size Organization Combined Company:39 Million Users 2,300+ customersMarket Share (users) Global Enterprise,Mid-Market, SMB,Government Sector Both Employee &Extended EnterpriseMarkets Average 17,000 ee 48% Fortune 500Global Scalability Page 17 - July 5, 2011 PROPRIETARY AND CONFIDENTIAL 18. Most Innovative - Recognized as Leader by Analysts 6+ Years in the Leaders Quadrant (Gartner CLS MQ)SumTotal has established itself as the market share and mind share leader 2+ Years Rated Visionary (Gartner EPM MQ)well suited for global organizations seeking best-in-class functionality Global Market Share Leader for Learning (Bersin LMS Systems)Highly configurable Market leading Learning Management best-suited tolarge, global organizations. 2+ Years Rated Highest Overall (Ventana Total Compensation)The top ranked supplier based on the weighted factoring of five product and twocustomer assurance categories Highest Rated in Product Offering (Forrester TM) ...among the leaders for integrated performance & compensation solutions Highest Score Among All Vendors (Forrester) Forrester Wave for Enterprise Learning Suites Highest Rated Overall (AMR Strategic HCM)...the broadest and most mature application suite in the strategic HCM specialistspacePage 18 - July 5, 2011 PROPRIETARY AND CONFIDENTIAL 19. Summary Start with what your culture / company will accept Grow in phases to introduce more steps Dont forget change management its about the people This process can work for small companies or multi-national organizationsPage 19 - July 5, 2011 PROPRIETARY AND CONFIDENTIAL 20. Questions & Answers Visit us at www.sumtotalsystems.com and through thesesocial channels: @SumtotalSystems http://www.linkedin.com/groups?home=&gid=45382 http://www.facebook.com/SumTotal.SystemsPage 20 - July 5, 2011 PROPRIETARY AND CONFIDENTIAL 21. Full Two-Day Virtual Event from 9:15 a.m. to 6:00 p.m. ET. 4 Keynote Sessions, 9 Workshops & over 10 Networking Breaks. Live & On-Demand. RegistraOon is FREE! For more informaOon & to register visit HCMconven,oncenter.com 22. Join Our Next TM Webinar Tuesday, July 12, 2011Strategies to Improve Employee Retention in a DiverseWorkforce Part Two: Succession PlanningTM Webinars start at 2 p.m. Eastern / 11 a.m. PacificRegister for upcoming TM Webinars at www.talentmgt.com/eventsJoin the Talent Management magazine Networkhttp://network.talentmgt.com/ #TMwebinar


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