Performance Management for HR Practitioners - Week 1 Webinar
Post on 27-Jan-2015
796 Views
Preview:
DESCRIPTION
Transcript
S
Performance Management for HR Practitioners
Week 1: Role of the HR Practitioner
Instructor: Amanda Custer
Introductions: Your Host
Andrew Krzmarzick
GovLoop, Director of Community
Engagement
Course Objectives (1 of 3)
After completing this course, you will be able to: Describe the phases and requirements of the
performance management process Identify the controlling authorities Describe the functions, core responsibilities,
and soft skills required of the HR Practitioner related to performance management
Identify practices that encourage more regular and meaningful communication with supervisors/managers
Course Objectives (2 of 3)
Explain the importance of each phase in relation to the overall performance management process
Identify the supervisor/manager responsibilities in each phase
Explain the practitioner’s role in each phase
Identify appropriate performance-based actions a practitioner can advise a supervisor/manager to take
Course Objectives (3 of 3)
Identify relevant authorities for the use of performance management
Demonstrate the ability to apply course content in a simulation of a year-long performance review cycle
Understand the benefit of using sound performance management techniques
Week 1 Webinar Agenda
Logistics and Introductions What is Performance Management? - Guide, p. 21 Performance Management Process - Guide, pp. 22-27
Authority - Guide, p. 28 The HR Practitioner, Guide, pp. 29-30 HR Practitioner Scenario / Story Interactive Chat: What skills do HR Practitioners need to
be effective? p. 31 Q &A Summary Week 1 Assignments
Logistics
If you have not joined the GovLoop Virtual Classroom, please do so!
Let’s make this interactive: Submit questions in the chat box - our expert will field them, during
and/or at the end
If you have any technical difficulties, use the chat window Direct it to “Bryce Bender” (not “all participants”)
We are recording each session After the session, you will be able to find a link to the archived version
of the webinar on the Week 1 page of the course group on GovLoop
Don’t forget your reading, discussion and partner reflection!
Amanda Custer
Introductions: Your Instructor
Picture HERE
Human Resources Consultant,
U.S. Office of Personnel Management
S
Lesson 1: Overview of
Performance Management and the
Role of the HR Practitioner
Welcome
Activity
What is Performance Management?
A system that is used to track, monitor, and improve organizational performance
A method of evaluating employee progress towards predetermined outcomes
A year-long cycle of established formal meetings and management responsibilities
Performance Management Process
Planning
Monitoring and
Developing
Rating and
Rewarding
Coaching and
Feedback
Coaching and
Feedback
Coaching and
Feedback
Planning Phase
First phase of the process
Occurs within first 30 days of the cycle
Employee’s performance plan for the next year is identified
Supervisors/managers write the performance plan with input from their employees
Planning
Monitoring and Developing Phase
Phase covers most of the year
Includes a mid-year review as a checkup on the performance plan
Supervisors/managers should use this time to provide feedback on the employee’s performance
Monitoring and
Developing
This is also a time for supervisors to think
about formal training, job shadowing or other types of developmental
activities for their employees
Rating and Rewarding Phase
Final phase in the performance management cycle
Includes a formal performance review
Employee is given a rating based on performance over the past year
Employee is rewarded based on performance rating
Rating and
Rewarding
Coaching and Feedback
Communication occurs throughout the performance management cycle
Feedback is provided in both formal and informal sessions
Supervisors/managers should always be looking for coaching opportunities
Employees take the responsibility to continually improve
Coaching and
Feedback
Employees and supervisors often report wildly different answers
when asked how often they receive or provide feedback,
respectively
The Big Picture
Successful performance management aligns
employee tasks with the agency’s mission.
Authority
The following sources provide the authority for the use of performance management: 5 U.S.C. Chapter 43 5 CFR Parts 430 and 432 Collective bargaining agreements Prior case law
HR Practitioners’ Responsibilities
HR Practitioners have responsibilities to: Agency
management Other HR
Specialists
One of your most valuable roles is to provide support to supervisors on policy issues and best practices
How can I help? Use this training
to build a network of colleagues to
share stories and seek counsel
Let’s hear from you!
Poll 1: Planning
What tools do you use to transfer Performance Management skills or
information to the supervisors you work with?
Let’s hear from you!
Poll 2: Monitoring and Developing
What tools would you suggest supervisors use to effectively monitor
their employees' performance?
Let’s hear from you!
Poll Question 3: Coaching and Feedback
What have you found to be your managers' biggest "hang up" when
it comes to dealing with poor performance?
Q&A Time
Submit Your Questions Via the Chat Box
Think about our previous poll questions: Did they make you think of any critical skills you have or gaps you need to develop?
What other questions do you have related to the information you learned today?
Key Points (1 of 2)
The performance management process improves the overall performance of the employee and the organization
The process has three formal phases: Planning Monitoring and Developing Rating and Rewarding
Ongoing communication is critical for helping employees meet expectations
Planning
Monitoring and
Developing
Rating and
Rewarding
Coaching and
Feedback
Coaching and
Feedback
Coaching and
Feedback
Key Points (2 of 2)
HR Practitioners serve two groups: agency management and other HR Specialists
HR Practitioners must have numerous skills to be successful
S
Questions?Ask the expert!
Submit your questions in the chat window ..
Week 1 Assignments
Join GovLoop Virtual Classroom
Attend Webinar ✓
Complete Readingso “All About Clarity” (Blog Post)o “The Importance of Performance Management and
Workforce Planning” (Podcast / Blog Post)
Engage in Group Discussion (Thursday, February 28 at 2p ET)
Submit Reflection to Class Partner by Friday COB
S
Thank YouPlease send
questions or course feedback to
Andrew@GovLoop.com
top related