Performance Appraisals and Succession Planning
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Performance appraisals benefit both companies and employees by helping make decisions about promotions, terminations, and rewards. They also address performance issues and encourage improvement. A pre-appraisal process involves reviewing goals, work performance, and feedback. During appraisals, managers should avoid spotlighting flaws or lecturing to add value. Post-appraisal activities like reviewing goals and targets are important. Succession planning benefits companies by retaining talent, reducing costs, and allowing for knowledge transfer and succession. It should involve assessing internal candidates for short and long-term fits.
Performance Appraisals and Succession Planning
- 2. Help company to make decisions on work conditions, promotions, terminations and rewards Manager can address performance issues and encourage better performance Supports company goals and objectives and contributes to the bottom line What are the benefits to the company?
- 3. Helps employee’s motivariton Improves communication Employee can share career goals Benefits for the employee
- 4. Meet in a conference room Manager reviews job description and performance goals Manager reviews prior goals from the last six months Manager reviews work rules and procedures Managers reviews documentation of work performance Manager reviews feedback from colleagues Manager reviews disciplinary memos Manager reviews prior performance review Pre Appraisal Activities
- 5. Manager reviews self review Fill out the review form: List employee’s duties Fill out what the employee has done well Fill out what the employee needs to approve on Fill out how you can help the employee to improve their work Pre Appraisal Activities cont.
- 6. Providing invisible feedback Springing the surprise Becoming the psychologist Putting the spotlight on flaws Delivering the lecture What can go wrong during the performance review?
- 7. Halo effect Horn effect What can go wrong during the performance review?
- 8. Set expectation early and set up “performance planning at the beginning of the year Laying the groundwork Set the tone Constructively coach Hold your ground How to make sure the performance appraisal adds value
- 9. Manager and employee meet to review goals Manager reviews goals and his notes Company can make decision on whether retain, promote, demote or dismiss the employee Employee can find out whether they have reached their goals and set new targets Post appraisal activities
- 10. Career development is a key business strategy Managing Human Resources “…companies will compete more on their workers’ knowledge, skill, and innovation levels than on the basis of labor costs or manufacturing capacity.” What are the benefits to furthering the employee’s career goal?
- 11. Retain top talent Cost of refilling a position which can be 1.5 to 2x the salary Boost engagement and productivity among employees Succession planning What are the benefits to furthering the employee’s career goal?
- 12. Transfer of knowledge and retention Fill skill and role gap Employer branding What are the benefits to furthering the employee’s career goal
- 13. Curphy and Hogan’s “The Rocket Model”
- 14. The Mission Talent Norms Buy-In Power Morale Results The seven steps of “The Rocket”
- 15. Input Process Output Hackman’s Inputs-Processes-Outputs Model
- 16. John Adair
- 17. Central question: Did the team perform as required both as a team and from an individual basis? Were all team members skills were exercised and combined? What was the participation level of all team members? How did the team manages conflicts? Top-Down Analysis Project manager & the team leader
- 18. Team members rate each other Central questions: Did each team member fulfilled their responsibility? Did they support the goal of the team? Did they share their knowledge? Did they follow procedure? Did they respect each other? How did they resolve conflict? Peer to Peer analysis
- 19. Puts an emphasis on both the team leader and the team menber Why should be use the top down analysis?
- 20. The race car driver
- 21. The pit crew
- 22. Sucession planning is “…a process whereby an organization ensures that employees are recruited and developed to fill each key role within the company.” (Healthfield, 2014) Succession Planning
- 23. An organization relies on people to carry out its objectives, provide services and meet its goals Why do we do succession planning?
- 24. The impending retirement of the baby boomers We don’t have to reply on a limited talent pool? It provides stability to the organization Succession Planning
- 25. Involve all stake holders Assess all internal candidates Stress test and a simulation Emergency time frame” and a “medium’ and “long term”. Succession Planning: How To Do It Right”. (Miles, 2009)
- 26. Who can step in as CEO if the current CEO were to leave? Who can we groom today, so that they can step into the CEO role tomorrow? Does the organization have a support team to get the new CEO settled in? Does the organization has a senior person available to serve as a coach to the new CEO? Questions to ask?
- 27. The onboarding process The final step
- 28. Can we be used with any key position Develop more than just a job description for a successor but also focus on competencies and experiences Review internal candidates Assessed all candidates for short term and long term fit Onboarding process How can the succession plan be utilized?
- 29. Performance appraisals benefit both the company and the employee A pre-appraisal process is necessary What not to do during a performance appraisal? A performance adds value to both sides Post appraisal are necessary The value of career development Summary
- 30. Top down analysis for team performance Succession planning benefits the company Succession planning is not that hard Summary continued…
- 31. Training on performance appraisal for all managers Succession planning for all key position in the company. The END! What do we do now?