Strategic HR Technology Investment: A Comprehensive Checklist for Global HR Teams
In the introductory session, we discuss foundational elements and considerations of any performance management system(s). Together we review key things that we all need to think through when initially designing a performance management system. The discussion chronicles the changes we’ve experienced over time based on the shifting needs of the workplace and environment. At the end of the session, we step back and refocus on the true purpose of performance management. This session sets the foundation for a sustainable approach to performance management that seeks to drive organizational performance.
Now that the foundation is set and our purpose is clarified, we move into outlining the practical elements and details for our performance management system. We begin with two fundamental components of every performance management system: goals and feedback. In this session, we walk through best practices to successfully apply goal setting and drive feedback based on research and evidence. We provide you with the tools to effectively harness the power of goals and drive feedback within your organization.
In our final session, we discuss some of the more controversial components of performance management and how to navigate them. We share the science and best practices for using ratings, including the research supporting why ratings may not be positively impacting your process, and some effective alternatives as well. Together we walk through a new model for performance management that focuses on enabling performance. Finally, we bring everything together and share techniques to continue to sustain and adapt your performance management system.
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