Part Four: Competency Models and Performance Management

Luciano Gregoretti

Consultant

908.897.0924

lgregoretti@talentfirst.com

1 - How to Develop Valid and Actionable Competency Models

2 - Competency-Based Talent Development

3 - Using Competency Models to Hire Top

Talent

4 - Competency Models and Performance Management

7 Steps to Building Top-Performing Organizations Using Competency Models: Progression

5 - Competency-Based Coaching

6 - Competency Models and Leadership

Development

7 - Integrated Talent Management and Cloud Technology

June 10th – 12th June 24th – 26th July 8th – 10th July 22nd – 24th

Aug 5th – 7th Aug 19th – 21st Sep 2nd – 4th

Integrated Talent Management

Recruiting & Selection

Performance Management

Coaching

Training & Development

Career Pathing

Succession Planning

CompetencyModel

Job Descriptions

Talent Management Strategy

4

Integrated Talent Management Yields ResultsIntegrated TalentedManagement strategieshave a major impact ontangible businessresults.

Measure Impact*

Talent Retention 38%

Employee Productivity

175%

Employee Engagement

38%

Promotion Rate 76%

Bersin HR Factbook.* Against non-integrated TM

5

Talent Management Systems Need to be:

Simple

Targeted

Actionable

Towards a Definition of Performance Management

6

“Performance Management is scientifically-based, data-driven technology for managing both behavior and results, two critical elements of what is known as performance”Dr. Aubrey Daniels

Performance Appraisal

Performance Coaching

Performance Planning

7

Effective Performance Management

Manager Focus direct reports on goals and

results Cascade business strategy Empower people Increase focus on development

Employee• Increase clarity around

expectations• Drive engagement• Awareness of contribution to

company's success• Development tool

OrganizationImprove efficiency and effectiveness of

organizational performance

RESULTS

8

Managing the “What”

Goals Business Strategy objectives Essential Job Accountabilities (Job

Description) Project related

It starts with establishing the right measurable objectives

9

Managing the “How”It continues with focusing of key competencies that allow to achieve goals

Competencies Organizational Competencies Position-relevant Linked to performance

10

Why the “How”?

Reduce subjectivity, misunderstanding and defensiveness

Focus employee effortsGain a more comprehensive understanding of top

potential employeeMaximize consistency and integration in managing

people

11

3 Tips to Create an Effective Performance Management

1. Involve your people in designing the process

2. Train all new managers and repeat training once a year• Performance Planning• Performance Coaching• Performance Review

3. Provide technology to facilitate the process

• Facilitate on going/year long performance management

12

Performance Management Process

Goal Setting

Development Plans

Semi-Annual Review

Self AppraisalManager Appraisal

(and/or 360)

Calibration (optional)

Review Meeting

On-going coaching

On-going coaching

13

Performance Management Tools

SMART Goals

Coaching Sessions

Training

Competency Proficiency Assessment

Development plans

14

S.M.A.R.T Goals

15

Coaching

16

Training

17

Competency Proficiency Assessment

Development Plan

Proficiency Assessment

Developmental Discussion

Development PlanImplementation

Multiple Check In Discussions

The Next Webinar…

REGISTER FOR THE NEXT WEBINAR!

Competency-Based CoachingAugust 5th , 2014 at 1:00 - 1:30 PM ET August 7th , 2014 at 3:00 - 3:30 PM ET

Find us at GSC – SHRM 23rd Annual Conference!

TalentFirst Speaking “Got Competencies. Now What?”

Who: Ted Power, Senior Consultant and Partner at TalentFirstWhen: Monday October 20th at 3:15 PMWhere: Atlantic City Convention Center 1 Convention Blvd, Atlantic City, NJ 0840

For more information: http://www.gscshrmconference.org/

TalentFirst Headquarters1011 US Hwy. 22 WestBridgewater, NJ 08807

TalentFirst IndiaB 45 DSIDC Industrial EstateDelhi 1100 95, INDIA

Luciano GregorettiConsultant

908.897.0924 lgregoretti@talentfirst.com