Ge oMetrix Data Systems Move Mountains…

1. GeoMetrix Data Systems Move Mountains… Why Performance Management Systems Fail… Grant Parks Director, Business Development GeoMetrix Data Systems 403.463.4882grant.parks@trainingpartner.com www.trainingpartner.com

2. 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

3. 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)

4. Performance Management Best Practices

5. Organizational Performance Appraisal & Analysis Performance Planning Individual Performance Appraisal Performance Monitoring & Employee Development Performance Management Process Steps Strategic Planning

6. Organizational Performance Appraisal & Analysis Performance Planning Individual Performance Appraisal Performance Monitoring & Employee Development Performance Management Process Steps Strategic Planning ORGANIZATIONAL/STRATEGIC

7. Organizational Performance Appraisal & Analysis Performance Planning Individual Performance Appraisal Performance Monitoring & Employee Development Performance Management Process Steps Strategic Planning INDIVIDUAL

8. Organizational Performance Appraisal & Analysis Performance Planning Individual Performance Appraisal Performance Monitoring & Employee Development Performance Management Process Steps Strategic Planning EXECUTION

9. Best Practices Checklist Org Emp Strategic Planning 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.

10. Best Practices Checklist Org Emp Performance Planning 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.

11. Best Practices Checklist Org Emp Performance Monitoring&Employee Development Mgr • Frequent coaching, mentoring, feedback, and communication • Employees execute their IDPs. • Performance is monitored & gaps are addressed • Collaborative two-way process

12. Best Practices Checklist Org Emp Individual Performance Appraisal 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

13. Best Practices Checklist Org Emp Organizational Performance Appraisal 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

14. The Top 10 Reasons Why PM systems Fail – and how to avoid these pitfalls…

15. 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

16. 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

17. 3. Insufficient Coaching & Feedback • Goal • Competency • Key Job Responsibilities (KJR) • Step submission • Step signoff • Journal

18. Cascade Performance Plan Development Plan 4. No Links to Learning & Development Goals, Competencies, KJRs linked to training.

19. 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

20. 6. Workflow Exceptions Can’t be Handled Something unexpected happened!! What do I do now?

21. 6. Workflow Exceptions Can’t be Handled Ahh – that’s better!

22. 7. Employee Changes Job or Manager

23. 8. Process behind schedule

24. 9. Employee Disputes Appraisal

25. 10. Can’t analyze organizational results

26. 10. Can’t analyze organizational results

27. GeoMetrix Data Systems Move Mountains… THANK YOU! Grant Parks Director, Business Development GeoMetrix Data Systems 403.463.4882grant.parks@trainingpartner.com www.trainingpartner.com