automating performance reviews: from chore to score!
DESCRIPTION
Performance Management: From Chore to Score Current business drivers for performance management aren't always the real driving factor for the performance review process but rather the process is about risk mitigation (CYA exercise).With an automated performance management platform, you can establish a consistent, high quality process to arm managers with coaching and feedback capabilities, so that learning happens as the focus. Just like Saba's core, learning and performance is at the core of employee performance and engagement. Does anyone ever look forward to their performance review cycle? Rather than hassling with spreadsheets, Word templates and email, why not move to an automated solution, that's far more efficient, secure, and manageable? Of course, changing any process does take some planning, so this webinar will focus on several key considerations for moving to an automated solution: Moving to online. What exactly is involved? How secure are online reviews? Engaging managers and employees. The appraisal should be an open, honest conversation that motivates everyone to improve. How can an online review process help? Managing the process. What tools and reports are available? How much work is involved in setting them up? Rollout and support. How to ensure the new process is a success? Goals and growth. How does goal setting and management fit in? How about learning and development plans?TRANSCRIPT
1 | ©2013 Saba Software, Inc.
www.saba.com
From Chore to Score
Performance Management
2 | ©2013 Saba Software, Inc.
Who Is Saba?
Automating the Review Process
Helping Managers
Helping Employees
Questions? Comment Below!
Contents:
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Who is Saba?
A GLOBAL LEADER IN NEXT-GENERATION TALENT
MANAGEMENT
2,200 customers
31M users
195 countries
37 languages
200+ partners
$200M+ R&D spend
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Performance Reviews – Incredibly Important!
• Align employee activities to the
organizational strategy, values, and
culture
• Communicate and discuss deliverables
and expectations
• Input to key HR processes and talent
decisions (eg, Compensation,
Succession)
• Motivating and empowering the
workforce
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Performance Reviews –
What’s most important to you?
Question
Align employee activities to the organizational strategy, values,
and culture
Communicate and discuss deliverables and expectations
Input to key HR processes and talent decisions (eg,
Compensation, Succession)
Motivating and empowering the workforce
Other
Respond in the Comments section below
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Why are performance reviews a chore?
Question
Employees fear being evaluated
Managers are too busy
HR gets tired of nagging everyone
The paperwork and reporting is burdensome
Other – please share in the comments section
Respond in the Comments section below
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• HR – “Too much paperwork, too much nagging”
• Managers – “Not comfortable with process”
• Employees – “Evaluations, even self evaluations are
threatening”
Why are reviews a chore?
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• Eliminate paperwork
and filing
• Reminders
• Superior security
Email problems.
• Tracking and reporting
are built in!
Automation: Establish a Consistent, High
Quality Process
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• Easy to track and manage the process
Automation: Dashboards and Reports
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• Employee data
Employee, Manager, email
• Decide on the cycle
Set dates
Decide on reviewers, sign off
• Create review template(s)
Goals, Values, Skills and
Competencies, Career Goals,
Development Plan
Less is more!
What is needed to Automate the Review
Process?
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Improving Employee Performance
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Managers need to be reminded
What do I write about and how
do I word it.
Brief live training at the kick off
the cycle
Start a private group for
managers to ask questions
Language check
Managers need training and coaching
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Strategy, communication,
and setting expectations is
KEY!
Why we are doing the
appraisals
Outcomes and mutual
ownership
Executive Sponsorship
Evaluation Scale
Relationship to
Compensation
Successful launch kicks off a successful cycle
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Pe
rfo
rma
nc
e R
ev
iew
Gro
up
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Performance Review Group – Announcements
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Performance Review Group –
Content and Discussion
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Performance Review Group –
Search, Meetings and Digests
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• Training on the process, like
managers
• Goals
Employees need direction, and more…
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• Training on the process
• Goals
• Recognition
Employees need direction, and more…
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• Training on the process
• Goals
• Recognition
• Development
Employees need direction, and more…
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• Training on the process
• Goals
• Recognition
• Development
Employees need direction, and more…
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TECHNOLOGY IS TRANSFORMING OUR
LIVES AND WORK
Social, cloud, and
mobile computing are
creating connections
and opportunities like
never before.
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Examples:
• Timely manner – system to manage the process
• Managers – training on the process
• Executives – show how performance data can feed into decision making and
improve company performance
• Employees – give recognition and constructive feedback
• Once a year – consider goals with monthly review, development plans, on-
going recognition
• Other – please share in the comments section!
How have reviews become a chore for you?
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Please share in the comments below!
24 | ©2013 Saba Software, Inc.
www.saba.com
Learn More Visit www.Saba.com