cultivate people performance program overvie€¦ · • people only perform well when they operate...

CULTIVATEPEOPLEPERFORMANCEProgram Overview !

© Dunamis Human Capital

ABOUTDUNAMIS


Founded 1991Becametheonlylicenseeof

1992

EstablishedandpartofDunamisOrganizationServices

2006

ABOUTDUNAMISHUMANCAPITAL


OURVALUEPREPOSITION

Investment

Time

HumanCapitalSolutionsProvider

ITSolutionsProvider

DunamisHumanCapitaloffersatechnologybasedhumancapitalmanagementsolutions


TRAININGS APPLICATION SERVICES CONSULTING SERVICES

•  HCMSAlignmentCertification

•  HCMSAlignmentFornonHCLeaders

•  PMSImprovement•  DJPDevelopment•  IntegratedTrainingDesign•  CompetencyBasedReward

ManagementSystem•  TalentManagement•  OrganizationDesign•  CultivatePeople

Performance

•  PerformanceManagementPlus

•  Career&TalentManagementPlus

•  LearningManagementPlus

•  RecruitmentManagementPlus

•  EmployeeSelfServicePlus

•  Reward&PayrollManagementPlus

•  OAMWorkshop•  HCBlueprint•  OrganizationDesign•  DJPDevelopment•  PMSDevelopment•  CompetencyModeling•  RewardSystem

Development•  TalentManagement

Development•  HCMSAudit•  ComprehensiveHCMS

Alignment

OURSOLUTIONS


OURCLIENTS


OURJOURNEY


OURJOURNEY

EffectivePeople

Performance

UnderstandPeople

Capability

CultivatePeople

Performance

Communication

CoachingPeople

Retention

1 2 3 4 5 6


EFFECTIVEPEOPLEPERFORMANCE


Ifyouwant1yearofprosperity,GROW

GRAIN

Ifyouwant10yearsofprosperity,GROW

TREES

Ifyouwant100yearsofprosperity,GROW

PEOPLE

ANCIENTCHINESEPROVERB


MengelolaOrangsaatinisusahataugampang?


PEOPLEARECHANGING

NetGeneration10–30Years

BabyBoomers

•  AfterWorldWarII(64yearsold)

•  Struggling•  Anti-Compliance•  Freedom•  Wealth•  FeelSpecial

GenX

•  AfterBoomers•  ColdWar•  VietnamWar•  TheFallofBerlin

WallandSovietUnion

•  CommunityandRelationshipOrientation

•  LessEgo•  Helpful

GenY•  EchoBoomers•  Economic

Wealth•  HighStandard

ofLiving•  Glamour•  AgainstParent

TraditionandCulture

DigitalNative

•  0–11Years•  Digital

TechnologyEra•  Multi-lingual•  Multi-skills•  Confidence


PEOPLEMATTERS

HighPerformanceOrganizationswithaRobustPeopleManagementhave:

•  72%Betterperformance(IBMSurvey2012)

•  Increasequality,abilitytoinnovateandbetterstrategicinitiativesexecution(PMI,2012)

Today’srealitiesdemand:•  Largerandmoreglobalorganizations

•  Leanerorganizationalstructures

•  Moredynamiclabormarkets

•  Complexprocessesandassignments

•  Oldimportantskillsbecomeobsoleteandnewskillsthatoftenneverevenexistedbeforebecomecritical

•  Persistentpressuretoincreaseshareholdervalue

•  DifferentIndividualNeeds&Values

•  TalentHijacking


“Peopleareyourmostimportant

assets”

“Peoplearenotyourmostimportantasset,therightpeopleare”


PEOPLEMANAGERMATTERS

The central relationship between manager and employee plays a critical role

•  Peopleonlyperformwellwhentheyoperateinaculturewhichnurturesandsupportsthemandhelpsthemtoworktowardstheachievementoftheirambitions.(Siemens)

•  Companiesfailed82%oftime,tochoosetherightcandidateforthejob(Gallup)•  Managersaccountforatleast70%ofvarianceinemployeeengagementscores

acrossbusinessunits.60%to70%ofemployeesareworkingatlessthanfullcapacity(Gallup)

•  Badmanagerscostbusinessesbillionsofdollarseachyear,andhavingtoomanyofthemcanbringdownacompany(Saratoga)

•  Peopleleavemanagers,notcompanies(MarcusBuckinghamandCurtCoffman)


SurveyRESULTS

ReasonstoQUIT

MoreThan:•  30%believethey’llbeworking

someplaceelseinsideof12months.

•  40%don’trespectthepersontheyreportto.

•  50%saytheyhavedifferentvaluesthantheiremployer.

•  60%don’tfeeltheircareergoalsarealignedwiththeplanstheiremployershaveforthem.

•  70%don’tfeelappreciatedorvaluedbytheiremployer

YouFailed:•  ToUnleashTheirPassions•  ToChallengeTheirIntellect•  ToEngageTheirCreativity•  ToDevelopTheirSkills•  ToGiveThemAVoice•  ToCare•  ToLead•  ToRecognizeTheir

Contributions•  ToIncreaseTheirResponsibility•  ToKeepYourCommitments

REASONTOQUIT


MANAGER’sROLESINPEOPLEMANAGEMENT


EFFECTIVEPEOPLEMANAGERCOMPETENCIES

LeadSelf•  Interpersonal

Communication•  ActiveListening•  Analysis&

Judgement•  ProblemSolving•  Adaptability

LeadPeople•  Influencingothers•  Teambuilding•  Strivingforresults•  Situational

leadership•  Coaching&

developingothers

LeadBusiness•  Visionary•  Understandingof

thebusiness•  Dealingwith

ambiguity•  Customer

orientation•  ManagingChange

LeadOrganization•  Managingresources•  &execution•  Managingconflict•  Buildingstakeholders

relationship&networking

•  ContinuosImprovement


EFFECTIVEPEOPLEMANAGERACTION

Communication

Communication

EffectivePeople

Performance

UnderstandPeople

Capability

CultivatePeople

Performance

DevelopPeopleThroughCoaching

PeopleRetention


UNDERSTANDPEOPLECAPABILITY


Understand People Capability •  Knowyourpeople•  Manageexpectations•  Seethingsthroughtheeyesofothers•  Setclearmeasurableobjectives•  Puttherightpeopleonthejob

Communication

Communication

EffectivePeople

Performance

UnderstandPeople

Capability

CultivatePeople

Performance


PeopleRetention

UnderstandPeople

Capability


Knowyourpeople•  BuildRapport•  PeopleCapability

ManageExpectation•  Understandingofneeds

andbehaviors•  Understandingthe

natureofpsychologicalcontract

•  Leaveyourego

Seethingsthroughtheeyesofothers•  Openyourmindtorelative

perspective&ideas•  Acceptyourviewpointisnot

necessarilythatofothers•  Cutthroughthehierarchy•  Individualizedmanagement•  Focusonemployment

experience


Puttherightpeopleonthejob•  Clearjobrequirements•  Behavioralassessmenttocapture

potency•  Focusoncriticalpositions•  Understandingpeople’saspirations,

challengesandfrustrations•  Providedifferentiationinreward&

recognition•  Provideresourcesneededtosucceed•  Challengethepeople’slimitand

stretchthegoals

Setclearmeasurableobjectives•  Provideguidanceanddirection•  Facilitateplanning•  Motivateandinspireemployees•  Helporganizationevaluateand

controlperformance•  Ensureemployeesknowwhatthey

mustdo,howwelltheymustdoit,andwhytheyaredoingit

•  SMART


CULTIVATEPEOPLEPERFORMANCE


Communication

Communication

EffectivePeople

Performance

UnderstandPeople

Capability

CultivatePeople

Performance


PeopleRetention

CultivatePeople

Performance

Cultivate People Performance •  ManagingPeoplePerformance•  ManagingConflict


DISCUSSION


ManagingConflict•  RightTiming•  KnowYourBoundaries•  RespectDifferences•  ConfronttheTension•  DefineAcceptableBehavior•  UnderstandingtheWIIIFMFactor•  IdentifytheBestWaytoHandle

Conflict

ManagingPeoplePerformance•  Leader’sRolesinManaging

Performance•  PerformanceManagement•  ManagingCompetency•  GiveandEncourageFeedback


COMMUNICATION


Communication

Communication

EffectivePeople

Performance

UnderstandPeople

Capability

CultivatePeople

Performance


PeopleRetention

Communication •  CommunicationType•  CommunicationStyle


Analytical Driver

Amiable Expressive

LessAssertive MoreAssertive

ControlEmotion

DemonstrateEmotionSource:MarthaTuttle,2011


ANALYTICAL•  Value:data,information,facts,process,task,dothings

right,detailoriented

•  Tendtobeintrovertandlessassertive,listenmorethantalk

•  Communicationstyle:acurate/measurable

•  Strengths:cautious,systematic,thorough,detail,taskoriented

•  Needattentionto:uncertainty,birocracy,completeness,losebigpicture,objectivity,delay,slowindecisionmaking,perfectionist

•  Influenceby:analyticalthinking,numbers,structure,process,rationalapproach,facts,accuratedocumentation,detailoriented


DRIVER•  Value:goalorientated,importantaction,solving

problems,result,actionable,fast-paced

•  Tendtobemoreextrovertandassertive,moretalkthanlisten

•  Communicationstyle:directandfast

•  Strengths:independent,strongpointofview,resultoriented,decisive,pragmatic,bottom-line

•  Needattentionto:badcollaborator,objectivity,shortterm,rough,insensitive,impatient,instruction

•  Influencedby:speed,openess,courage,flexibility,confident,results,clearsolution,strongargumentation,energy


AMIABLE•  Value:Information,contextual,involvement,input,

feedback,support,appreciation,fairness

•  Tendtobemoreintrovertandlessassertive,goodlistener,tendtosaythingsthatpeoplewanttohearratherthanhis/heropinion

•  Communicationstyle:gentleandslow

•  Strengths:diplomacy,gentle,supportive,peopleoriented,loyal

•  Needattentionto:avoidconflict,riskaverse,obey,moretimeforpeoplethanfortasks,can’tsayno,delegation,overcommitment

•  Influencedby:friendship,participation,presence,collaboration,trust,facetoface,consistency


EXPRESSIVE•  Value:vision,ideas,bigpicture,concept

•  Tendtobemoreextrovertandassertive,exaggerated,usemanyanecdotesandexamples

•  Communicationstyle:expressiveandfast

•  Strengths:articulation,enthusiastic,visionary,peopleoriented,entertaining,kind,warm

•  Needattentionto:impatience,impulsive,unstructure,deadline

•  Influencedby:bigpicture,enthusiasm,originality,bigideas,facetofacedialog


DEVELOPPEOPLETROUGHCOACHING


Communication

Communication

EffectivePeople

Performance

UnderstandPeople

Capability

CultivatePeople

Performance


PeopleRetention


Develop People Through Coaching •  CoachingDefinition•  CoachingObjective•  CoachingResult


CoachingDefinition•  HelpingOthers•  FocusonSustainable

ProcesstoGetBetterResultsAgainandAgain

CoachingObjective•  ImprovePerformance,

CompetenciesandAttitudes&Behaviors

•  ToUnleashPotential

CoachingResult•  CompetencyImprovement•  SelfAwareness•  BehavioralChanges•  Organizational&Individual

PerformanceImprovement


PEOPLERETENTION


Communication

Communication

EffectivePeople

Performance

UnderstandPeople

Capability

CultivatePeople

Performance


PeopleRetentionPeople

Retention

People Retention •  Career&TalentManagement•  RewardManagement


QUICKSURVEY


CurrentPosition WillingtobeaCandidate

CEO 55.2%

EVP 64.7%

SVP 54.1%

VP 46.8%

Other 49.8%

EXECUTIVEWILLINGTOCONSIDERMOVEOUT

Peter Cappelli and Monika Hamori


CareerPlan•  Maketimefor

yourstaff•  Buildonpeople’s

strengths•  Askyourpeople

tobreakdowntheirgoals&identifychallenges

CareerProgress•  Beagreat

problemsolver•  Providevarious

developmentactivitiesforyourpeople

•  Facilitatecareermobility

RewardSystem•  Ensureyouhave

SMARTobjectivesforeachstaff

•  Knowyourpeople•  Beconsistent•  Bespecific•  Makethereward

relevant

TalentManagement•  Makeyourpeople

careersapriority•  Makean

acknowledgementaroutinepartofyourcommunicationwithyourpeople

•  Beobjective


ANYQUESTION?


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cultivate people performance program overvie€¦ · • people only perform well when they operate...

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