Performance management holds the potential to be one of the most vital human resource programs, yet this goal remains elusive. Unfortunately, traditional performance management is too often viewed as a burdensome, time-consuming, and a largely ineffective task. The annual review process, frequently criticized as a chore to be avoided, typically falls short of deliver on its promise of enhancing employee performance and organizational effectiveness.
Despite its negative perception, the outputs of performance management are essential throughout the employee lifecycle and in fostering a meaningful work experience and commitment. When implemented effectively, individual and collective performance management results will provide crucial information for various HR functions and programs, including: Human Resource Planning, Recruitment and Selection, Orientation, Role Clarity, Communication, Relationship Building, Employee Satisfaction, Goal Setting, Measurement and Assessment, Employee Engagement, Healthy Work Environments, Education and Development: Career Planning, Creating Talent Pools for Succession Panning, and Compensation Decisions regarding Base Pay, Incentive Pay and other
Financial and Non-Financial Rewards.
Even though compensation is last on that list, too often performance management is seen as the only reason to fill out forms to justify pay increases. This means complaints are often justified because when performance management programs operate in isolation, disconnected from broader HR strategies. The opportunity to integrate all elements of human resources in a healthy and meaningful way has been missed.
The good news is that healthy change is possible. In this session, we will explore how to unlock the potential of performance management - perhaps even rebranding to a broader talent development strategy and leverage it for future HR strategies. We will discuss innovative approaches to integrate performance management with the overall HR strategy, transforming it into a powerful tool for organizational growth and employee development. We will also discuss how change management and project management skills
are essential to this transformation.
Join us as we open the door to reimagining performance management, making it a dynamic, continuous process that truly supports and enhances organizational effectiveness.
Learning Objectives:
- Provide a strategic way to transition narrow thinking on performance management to being the underpinning of the talent management process throughout the employee life cycle.
- Focus on the specific elements of human resource programs and processes that need to align and integrate within a broader performance management framework and to enhance engagement and satisfaction.
- Using change management and project management skills to manage the transition
Registration Difficulties or Questions: Please reach out to our Chapter Experience Coordinator Tracey Gallacher at tgallacher@hrpa.ca