Performance Management: Who, What, Where, When, Why, and How

Performance management is a hot topic for many HR Managers, who are charged with maintaining a credible system to enhance a pay-for-performance culture. Often, supervisors and managers are challenged in applying their company's performance management process to their employees, in many instances because the program itself is outdated or does not address the needs of today's workforce. Ensuring that performance criteria can be properly communicated to employees and tying performance ratings to a merit-based pay system are critical factors in developing your human capital to meet both their personal needs and the strategic considerations of the company. In evaluating the success of your own performance management process, HR Managers need to take a step back and begin with the basics.

Join us during this informative session as we address the basic tools Human Resources can use to evaluate and update their company's performance management process. During this session, we will examine:

• Who: Responsibilities of key members of a company in the performance management process.
• What: Identifying the appropriate criteria to use in evaluating different employee groups.
• Where: Discussion of the meeting itself and how to get the most out of performance appraisals.
• When: Frequency of performance evaluations, on-going coaching and feedback, and a special look at common/focal versus anniversary review dates.
• Why: The importance of establishing a sound process, and how this can empower employees to achieve organizational, professional, and personal goals. Common rating errors that hamper the process will also be discussed.
• How: Various tools that managers can use to facilitate the performance management process, including appropriate communication information.

Lastly, we'll share insights on what companies should be doing to update and manage their performance management process for 2012 and beyond.

Human Resources professionals and those charged with managing performance evaluation programs within their organizations.

Components of a sound performance management program. When to differentiate performance criteria for various employee groups. The tools that lend themselves to an effective process. Managers' responsibilities and how to get the most out of the appraisal sessions.

Compensation Resources, Inc. (CRI) provides compensation and human resource consulting services to mid- and small-cap public companies, private, family-owned, and closely-held firms, as well as not-for-profit organizations. CRI specializes in executive compensation, sales compensation, pay-for-performance and incentive compensation, performance management programs, and expert witness services.

		Diana Neelman Compensation Resources, Inc. View Profile

		Mary Rizzuti Compensation Resources, Inc. View Profile