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Transcript of 2017 Performance Management Training - SuccessFactors · 2017 Performance Management Training 1....
Module 4 Professional Development Plan: Creating Your Career Goals
2017 Performance Management Training
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Module 4 Objectives
Please explore all the Performance Training Modules:
Module 1Performance Management Process and System Overview
Module 2Performance Objectives: Setting Goals
Module 3Our Behaviors: Setting Expectations
Module 4Professional Development Plan: Creating your Career Goals
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• What is a Professional Development Plan (PDP)?
• Why it is important to invest the time to create one?
• Key elements to create a Professional Development Plan.
• How to formalize it in our Performance system?
WHAT is a Professional Development Plan (PDP)?
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It identifies and tracks your progress against specific leadership competencies (i.e. Our Behaviors), technical skills gaps and development goals.
The PDP charts your journey…
• Helps you define the goals, strategies and expected outcomes.
• Aligns your priorities for learning and growth.• Adapts as your needs and opportunities evolve.
A roadmap to navigate your way, to turn your goals into results!
WHY have a Professional Development Plan?
• Cultivate new capabilities.
• Set goals and track your accomplishments.
• Forge relationships.
• Develop a “personal brand”.
• Be the best advocate for yourself.
• Open opportunities for advancement.
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Professional Development Plan - Five Key Steps
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Defining Career Goals
Assesing Your Gaps
Defining Action Steps
Measuring Success
Starting the Conversation
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2
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Step 1 – Consider Your Developmental Goals• What capabilities in terms of competencies,
knowledge, experiences do I need to be successful on my role?
• What is the expected level of proficiency for technical and behavioral competencies in my current role?
• What’s required in the next role that I want to achieve?
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Step 2 – Assess Your Strengths and Gaps
• What are the critical competencies to be successful in my current role?
• Where am I compared to what is expected from my role?
Evaluate your current capabilities and Identify developmental priorities
• Annual performance appraisal.• Your manager.• People with whom you have worked
with.
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Seek Feedback Reflect
Step 3 – Define Your Action Steps
Exposure
• How do I get there? • What do I need to learn to achieve my developmental goals?• What experiences, exposures and/or education will help accelerate my
performance?• Do I have a knowledge gap or a performance gap?
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Step 4 – Measure Success
Ø What does success look like?
Ø How do I track my progress?
Ø Incorporate feedback, observations and key performance indicators (KPI) as needed.
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Step 5 – Start the Conversation
q Set stage by confirming goals for current year.
q Open dialogue about future career plans.
q Address strengths, challenges and opportunities.
q Exchange ideas on developmental actions.
q Gain alignment on my plan.
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Example: Professional Development PlanOrganize, plan and deliver 3 off-campus events to market Specialized Master’s degree courses and contribute to 10% in enrollment by October 2017.Performance
GoalIncrease my level of collaboration and listening skills, especially when others present ideas that are different from mine.Developmental
GoalDevelopment Category
Collaboration (and Listening Skills).
Action Steps• Practice active listening skills.• Join a group assignment where I’m not the
expert.• Resolve an issue or conflict.
• Establish a mentor relationship.
• Seek input from colleagues and other stakeholders.
• Read book “The Discipline of Listening”. • Complete training on Collaboration.
On-the-job Experience70% Exposure20% Formal Learning10%
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Performance Management Landing PageLearning about the tips available in the system
Employee Name
Laureate Employee Name
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PDP Template in SHRPS
Development Category
Goal (SMART)
Outcomes
Success Metrics
Action Steps
Start & End Date
Status
Choose from Our Behaviors or technical skills.
Enter your SMART goal description here.
Describe results achieved based on the Success Metrics.
How do you know you achieved your goals?
70/20/10 approach to achieve your developmental goal. • 70% is experience and on-the-job activities;• 20% is from relationships, exposure and feedback;• 10% is training and formal education.
Set your goal within a specific timeframe.
Track your development progress on an ongoing basis.
Next Steps
1. Complete all the training modules (1 to 4) to ensure you understand how to plan your performance effectively.
2. Begin drafting your performance goals to prepare the discussion with your team.
3. On March 1, log into SHRPS (http://shrps.laureate.net) and begin documenting your goals in the system.
Do you have questions? Contact:
• Accessing SHRPS.• Didn’t receive a
notification email.• Password reset.
Global Human Resources Information Systems team at [email protected].
• The performance process and timeline.
• Using SHRPS.• Individual objectives, Our
Behaviors and development plans.
• Organization/institutionalspecific goals.
Please contact your local HR Business Partner or Org Development Manager.
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Module 1Performance Management Process and System Overview
Module 2Performance Objectives: Setting Goals
Module 3Our Behaviors: Setting Expectations
Module 4Professional Development Plan: Creating your Career Goals
ü What is a Professional Development Plan (PDP)?ü Why it is important to invest the time to create PDP?ü What are the key steps to create a PDP?ü How to formalize it in our Performance system?
ü What is Performance Management Process and cycle?ü What are the key components in the process?ü What are the sections in the Performance System (SHRPS)
ü Why it is important to set goals?ü How to define and prioritize goals?ü How to track your performance objectives in the system?
ü What we mean by ‘Our Behaviors’?ü How to identify the behavioral standards that are right for your role?ü How to capture them in Performance system (SHRPS)?
Please Explore All Four PM Training Modules
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More to come….mid-year and year-end
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Performance Planning & Approval
(Jan – Apr)
Mid-‐Year Feedback(Jul – Aug)
Year-‐End Review(Nov-‐Dec)
Acknowledgement(Jan-‐Feb) Coming Soon
Coming Soon