Linking Performance Pay And Organizational Goals - Webinar By Trainhr
Overview : This webinar explains and defines what goal based performance management
(GBPM) consists of and how it can benefit your organization including how (GBPM) ties in with other HR systems such as compensation and succession planning.
This webinar covers how to introduce a goal based system of performance management to employees. Setting goals and implementing a goal based performance system often implies to employees and supervisor that their jobs will be changed drastically.
There are some employees that will forcefully oppose the setting of goals in their jobs. This webinar covers the pushback an employer may get upon changing the performance management system to incorporate goal setting.
This webinar also covers how to counteract the pushback from supervisors that is often stronger than that from employees. For supervisors, goal based performance management implies accountability beyond just writing the occasional Performance Review upon tiring of HRs complaining. Now a supervisor has responsibility for administering the goals of a plan they designed which can be daunting to many.
This webinar also gives tips on how to choose a web-based, on-demand technology system and vendor.
Why should you attend: Companies spend an enormous amount of time, energy and resources every year to set organizational goals. Whether those goals are met will largely be determined by the efforts of its biggest asset - its people. To meet every goal, a company needs every employee to help in their attainment. Why then do so many companies choose to not drive and communicate those goals throughout the organization? Why do so few companies put in place a reward system for employees who help the company meet its goals?
Because as Yogi Berra famously said, "If you don't know where you are going, you will wind up somewhere else." In business, that "somewhere else" employees can go in the absence of having goals, can cause the business, detrimental, if not damaging effects.
Most employees want to know what they can do today in their jobs that will help the company be successful tomorrow. Especially high performing employees who want to work on projects that will also achieve rewards for themselves such as promotions, prestige or salary increases. When high performers dont have goals, they do wind up somewhere else and their "somewhere else" may be your competitor.
Areas Covered in the Session:
What is goal based performance management. What are its advantages.
What are the performance tools a manager has at their disposal and when to use each tool.
What it means to drive goals down through an organization.
The steps to take a goal apart for the purpose of "driving it down."
How to set individual employee goals.
How to coach and counsel employees who are not meeting goals.
What are two track vs. one track performance measures.
Why some supervisors dont want to get on board with what they may (mistakenly) view as a change to their job responsibilities and how to get past that.
What to do with the employee who does not want goals set for them.
How (GBPM) integrates, supports and advances other HR programs, plans and systems.
What to look for when moving to a web-based, on-demand GBPM measurement system.
Who Will Benefit:
Small business owners
CFOs
HR Managers
HR Generalists
Managers with HR responsibilities
Any manager with supervisory responsibilities
Teri Morning, MBA, MS, SPHR, SPHR-CA is the President of her own HR Consulting firm. She has over 15 years human resource and training experience in a variety of professional fields, including retail, distribution, architectural, engineering, consulting, manufacturing (union), public sector and both profit and non-profit company structures. She has consulted with employers on their problems and trained managers and employees for over 10 years, enjoying traveling the country extensively, meeting and working with employees from all types of businesses. In addition to a MBA, Teri has a Masters degree in Human Resource Development with a specialization in Conflict Management. She was certified by the State of Indiana in mediation skills, is qualified as a Myers-Briggs practitioner and holds the dual SHRM certification of a Senior Professional in Human Resources (SPHR) and Senior Professional in Human Resources California (SPHR-CA).
by: TrainHR
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