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Talent Management System Mike Rounds and Ola Faucher Human Resource Management November 6, 2014 Talent Management System Mike Rounds and Ola Faucher Human Resource Management November 6, 2014 1

Performance Management Current State • Paper based, difficult to manage • Limited ability to Performance Management Current State • Paper based, difficult to manage • Limited ability to match individual and organizational goals • Inconsistently executed • System of record for evaluations in HR has limited visibility to supervisors Performance Management System • Improves performance feedback • Ability to align employee talent with University goals • Allows for consistent delivery and consistent processes • Increases visibility of employee performance 2

Performance Management System • The Performance Evaluation contains two sections • Goals • Set Performance Management System • The Performance Evaluation contains two sections • Goals • Set by the employee and by the supervisor • Can be cascaded • Competencies • The University has identified nine competencies upon which all employees will be evaluated Accountability Adaptability Communication Customer/ Quality Focus Inclusiveness Innovation Leadership Occupational Knowledge/ Technology Orientation Team Building 3

Performance Management System Workflow Goals Employee and Supervisor • Set by the Employee and Performance Management System Workflow Goals Employee and Supervisor • Set by the Employee and Supervisor and progress is reviewed throughout the evaluation period Employee Supervisor • Employee completes a self evaluation of Goals and Competencies • Supervisor reviews employee feedback and provides final rating • Meets with Employee to discuss the performance evaluation and makes any necessary edits. • Employee reviews supervisor’s feedback and final evaluation ratings • Acknowledges performance evaluation with an electronic signature and date stamp then sends to Supervisor • Supervisor receives Employee acknowledgement • Supervisor acknowledges with an electronic signature and date stamp – sends to HR 4

Performance Management System Timeline Feedback April 2015 Goals January 2015 for the January 2015 Performance Management System Timeline Feedback April 2015 Goals January 2015 for the January 2015 December 2015 evaluation period Employee Self Feedback Evaluation • Form launched by HR July 2015 October 2015 • Due: January 4, 2016 Supervisor Feedback • Due: February 5, 2016 Employee Acknowledgement Supervisor Acknowledgement • Due: February 19, 2016 • Due March 1, 2016 Feedback October 2015 5

Employee Profile Public Profile Employee Profile 6 Employee Profile Public Profile Employee Profile 6

Learning Management Current State Learning Management System • Schedules/Offerings difficult • Unifies diverse course Learning Management Current State Learning Management System • Schedules/Offerings difficult • Unifies diverse course offerings in a “one-stop” catalog. to find. • Training easier to find and self • Limited knowledge of the assign or supervisor to assign. training that is available on Meets long term development campus. goals • Multiple (or none) Learning • Single Learning Management Systems. System, HR staff can load courses • Staff must track annual in for departments training manually. • Staff develop a transcript of courses completed. 7

Learning Management 9 Learning Management 9

Scheduled Offerings Courses can be scheduled through either the specific catalog offering or from Scheduled Offerings Courses can be scheduled through either the specific catalog offering or from the Course Calendar 10

Learning Management Learning History • View work completed over time. • Learning is recorded Learning Management Learning History • View work completed over time. • Learning is recorded automatically when course or group of courses are completed. 11

Questions? Mike Rounds and Ola Faucher Human Resource Management November 6, 2014 12 Questions? Mike Rounds and Ola Faucher Human Resource Management November 6, 2014 12