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LearnShare Webinar

LearnShare Webinar. An example of Performance Management Systems Pilkington, plc presented by Diana Unger, Director - HR. The situation…. Headquartered in St. Helens, England Previously geographical SBU’s Rather decentralized in practices Example given for US operations only

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LearnShare Webinar

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  1. LearnShare Webinar An example of Performance Management Systems Pilkington, plc presented by Diana Unger, Director - HR

  2. The situation…. • Headquartered in St. Helens, England • Previously geographical SBU’s • Rather decentralized in practices • Example given for US operations only • Automotive Glass Replacement SBU • Zero $! • Employee Dissatisfaction • Immediate change needed!

  3. Business Drivers • North American financial performance • Step Change Program announced in Fall 1999 • Sr. Mgt perception of current “process” • no system, only sub processes • little effect on PNA performance • Scope • North American, US operations

  4. Previous Process

  5. Redesign Process • Core Team • Customer Advisory Board • Customer Survey • Identify Root Cause of Problems • Identify Countermeasures • Implement • Evaluate Results

  6. Previous Cycle - thru March 01

  7. Results of Internal Survey • Employees and managers rated effectiveness of previous system 66-67% • Poor Timing • Ratings Not Fair • Planning not fair/accurate • Not enough follow-through • Performance & Pay not well-linked • Training & feedback not well linked

  8. Key Root Causes • Process is cumbersome • Steps not aligned with the budget process • Criteria is not tied to the job expectations • Lack of training for managers • Ratings and feedback is coming from a single source • Development actions are not tied directly to job expectations and business needs • Process expectations not clearly set or tracked

  9. Countermeasures • Streamline process - intranet, on form • Change cycle to meet budget, fiscal year process • Incorporate accountability, SMART in planning • Train all employees - intranet • Encourage outside input; integrate with 360 feedback • Incorporate personal development objectives in planning • Use technology as reference site

  10. New Cycle - effective April 01

  11. Additional Components • AGR implemented e-process • planning • mid-yr • final review • $0 budget, 100 locations, 215 employees • MicroSoft Word, password protected files • On LAN/WAN Allows HR to monitor quality & progress toward 100% ACT plans and reviews; HR prepares master list of personal development objectives for L&D to build activities.

  12. Integration • Integrated with Merit Planning • L&D events • Soon to be • 360 feedback: Global • LMS planning

  13. Success Factors • Disciplined Problem-Solving Process • Customer Advisory Board • Intranet technology • Business Unit ownership • Electronic systems

  14. Technology Used • Internet Explorer 5.0/Intranet • MicroSoft Word

  15. Effectiveness • Employee feedback positive • Manager feedback positive • Financials improved • Employee Survey results • “I know exactly what I need to do to impact the business”

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