PERFORMANCE MANAGEMENT

PERFORMANCE MANAGEMENT

COLONEL (PROF) A R PATIL VTU, BELGAUM

MODULE 4: PERFORMANCE CONSULTING

PERFORMANCE CONSULTING
Introduction.
The Concept and the need for performance consulting.

The role of the performance consulting.

Designing and using performance relationship maps. Contracting for performance consulting services. Organizing performance improvement department. Conclusion.

PART 1: The Role of the Performance Consultant

Introduction: Performance Consulting

1. The traditional training process confuses training activity with performance improvement. 2. Traditional programs focus on developing excellent learning experiences, while failing to ensure that the newly acquired skills are transferred to the job. 3. The traditional role of "trainer" is being replaced in today's organizations by the role of "performance consultant by focusing on employees' learning needs, rather than on their performance needs.

What is Performance Consulting ?

1. Performance consulting is a flow of steps with an entry and an exit. It is a systematic and datadriven process that helps consultants and business managers make sound decisions about people and their performance in the organization. 2. No matter what the field is called, the goal is the same: to use a systematic and holistic approach when analyzing and improving human performance to achieve business goals.

Why the need for performance consulting ?

Because it is a process that requires a strategic, performance-focused approach. It is a process that does not merely implement solutions but achieves sustained results. It is a process that requires linking HR and Learning solutions directly to business requirements. Most important, it is a process that fills the promise inherent in our workthe promise to optimize workplace performance in support of business goals.

What is the Concept of Performance Consultation ?

It is two roles that people fill when working within the process.

The client role is filled by the individual or team of people who are accountable for achieving the business goals and who manage the people supporting those goals.
The consultant role refers to the individual or team of people who influence and guide the client through the phases of work integral to any performance consulting initiative.

What is the Concept of Performance Consultation ?

The consultant, who can be internal or external to the organization, also is the individual who may complete some of the tasks involved, such as performance assessment or solution implementation.

The relationship between client and consultant is one of partnership. Results cannot be obtained alone; the goal is to work in a synergistic and collaborative manner so that the results obtained are greater than would have been the case if either the client or the consultant had worked independently.

What is the Concept of Performance Consultation ?

Strategic Outcome: Achievement of business goals and the improvement of work group performance are strategic outcomes. The linkage of business results to the accomplishments required of people is a key concept. It is not sufficient that people attend a training program and acquire skill; what ultimately matters is that these individuals apply the skills on the job so that their performance improves and the business benefits.

What is the role of Performance Consulting?

The main role is to enhance performance of people and achieve business benefits by a holistic approach, viewing organizations and the people who work within them as interrelated. A change in one factor in the organization will have ripples in other areas; the goal is to ensure alignment among all factors affecting performance. It does not involve in increasing the capability of people, provide a more efficient work process, or an improved functional design.

What is the role of Performance Consulting?

1. Develop and communicate vision and mission statement. 2. Empower direct reports to accept more accountability. 3. Coach employees in maximising their potential. 4. Become a positive model of leadership. 5. Provide positive and correct feedback.

Designing and Using Performance Relationship Maps

PART 2:

What is Performance Relationship Mapping?

Performance Relationship mapping is used by consultants to focus a data collection effort, analysing business, performance, training and work environment.

What is the scope of Designing and Using Performance Relationship Maps ?

1. Mapping the Components of Performance.
2. Identifying Business Needs in Operational Terms. 3. Developing Models of Performance Required to Achieve Business Goals. 4. Creating Performance Models. 5. Performance Assessments: Identifying Actual Performance. 6. Identifying Factors Impacting Performance.

Business and Operation Results Mapping?

Operational Results 1. SHOULD
Volume: $ 26 Million Gross Margin: 13 %

On-the-Job Performance

Casual Linkage

2. SHOULD GAP

4. Is
Volume: $ 20 Million Gross Margin: 8 %

Casual Linkage

3. Is

ENVIRONMENTAL FACTORS IMPACTING PERFORMANCE 1. Increasing competition. 2. Downward price pressure. Operational Objective: Increase Sales Sales manager: Performance Needs.

Designing and using performance relationship maps

Information
Environmental Supports

Instrumentation
Data 1. Relevant and frequent feedback about the adequacy of performance Resources Tools and materials of work designed scientifically to match human factors.

Motivation
Incentives 1. Adequate financial incentives made contingent upon performance.

2. Descriptions of what is expected of performance

3. Clear and relevant guides to adequate performance

2. Non-monetary incentives made available.

3. Careerdevelopment opportunities.

Performance Relationship Mapping?

2. SHOULD

1. SHOULD

Incr Reliability/ Incr Profit.

Casual Linkage
GAP

Indicator SHOULD Demonstrate, if desired Operational Results which are to be Realised. 3. Is External Causes Internal Causes.

Current Status & Gaps

4. Is

Casual Linkage

External
Environmental Factors Impacting Performance.

Internal
1. Control of the Client and that impact upon achievement of Operational and Performance Goals. 2. Training & Devp; If cant redesign Incentive System.

Designing and using performance relationship maps

Information
Persons Repertory of Knowledge 1. Systematically designed training that matches the requirements of exemplary performance 2. Placement

Instrumentation
Capacity 1. Flexible scheduling of performance to match peak capacity. 2. Prosthesis. 3. Physical shaping. 4. Adaptation. 5. Selection.

Motivation
Motives 1. Assessment of peoples motives to work. 2. Recruitment of people to match the realities of the situation.

Behaviour

PART 3: Contracting for Performance Consulting Services

Assumptions of Contracting for Performance Consulting Services

o They are based upon trust.

o They articulate mutually shared expectations.

o They are living agreements that are continually renegotiated. o They are critical to the success of the project. o They require performance consultants to perform in the role of a guide, while client has the role of a decision maker.

What does contracting for Performance Consulting involve ?

1. Identifying and Responding to Opportunities for Performance Consulting.
2. Contracting for Performance Assessment. 3. Contracting for Performance Implementation.

What is the Purpose of Performance Consulting

PERFORMANCE CONSULTING: assist management in identifying the performance required to achieve business goals; determine the degree to which the work environment of employees will support and encourage the performance required; and determine the impact of the work done to support performance change. In the process, performance consultants become valued partners to management, assisting in identifying business goals and objectives and taking all actions needed for employees to support them successfully.

What is the process of Performance Consulting ?

PART1: ASSESSMENT OF CONTRACT
1 Identification Of Business Goals 2 Formulation of Performance Models 3 Determination of Performance Strengths & Gaps 4 Determination of causes for Performance problems

PART2: IMPLEMENTATION OF CONTRACT

Formulation & Implementation Of Communication Plan Formulate and Implement a Training Curriculum Plan and Programme

Use Models as basis for Performance Management System

Formulate and Implement a Work Environment Action Plan

The Assessment of a Contract

1. Deliverables to be produced.
Who is responsible for actions to be taken.

What specific decisions will be made from information collected.

What will be the format of the final report.

2. Processess to be used in accomplishing the deliverables.

Sources of information.

What types of information.

What methods of data collection. No. of people to be engaged.

Protection of identity of the people.

The Assessment of a Contract

3. Roles and responsibilities.
Responsibility for desigining, collecting, analysing and reporting. Responsibility for legalising the project. Responsibility for providing access to the information.

4. Time frame and costs.

Organizing a Performance Improvement Department

PART 4:

How to Organizing a Performance Improvement Department

The Six Elements of a Performance Improvement Department.

Forming a Strategic Plan for the Transition to Performance Improvement.

UNILEVER CASE The FMCG market has changed dramatically over the past five years. Increasing global competition and increasing power of the retailers has put pressure on the business.

What are the six elements of Performance Implementation Department ?

1. Name of the department. 2. Mission of the department.

3. Services offered by the department.

4. Roles of those within the depatment. 5. Actual organisation structure. 6. Accounting and measures for the department.

Traditional and Performance Consulting Departments

Traditional Departments.
Training Department.
Education Depertment. Training and Development Department.

Performance Consulting Departments.

Performance Implementation Department. Intelligence & Organisational Performance Department. Performance Consulting Department. Performance Enhancement Department.

What are Functions of Performance Consulting Departments ?

1. Performance Implementation Department.
Identification of needs. Desigining and development of training programmes. Delivery of structured learning experience. Training trainers and assuring quality of training. Evaluation of training programmes.

What are Functions of Performance Consulting Departments ?

2. Intelligence & Organisational Performance Department.
Forming of consulting models.

Identification of gaps. Measuring the impact of training and non-training actions that are taken to change performance. Consulting with management on business and performance needs. Proactively identifying performance implementation for future business goals and needs.

What are Functions of Performance Consulting Departments ?

3. Performance Consulting Department.
Client Liasion. Performance Analyst. Performance Consultant. Impact Evaluation.

4. Performance Enhancement Department.

Organisation of a Traditional Training Department

Manager

Management Development Function

Sales & Marketing Function

Technical Function

Other Functions

Design Development Instructor

Design Development Instructor

Design Development Instructor

Design Development Instructor

Performance Improvement Department

Manager

Sales & Marketing Function

Research Function

Manufacturing Function

Client Liasion. Performance Analyst. Development Consultant. Instructor

Client Liasion. Performance Analyst. Development Consultant. Instructor

Client Liasion. Performance Analyst. Development Consultant. Instructor

High-level view of the Corporate Centre structure

Performance Management in Multi-national Company

CONCLUSION