The Global Association for Strategic Talent Management
Performance Management
An HCI Learning Track
Next Webcasts
A total rewards strategy that reinforces performance and recognizes employee effort and contribution helps to ensure motivated and committed talent. As companies pay attention to how they are spending their limited compensation dollars, recognizing and rewarding performance can be challenging. But even now, statistics suggest that 75 percent of companies in the US connect part of a person's pay to measures of performance. Is their link between compensation, work quality and the realization of specific goals clear? more »
Recasts:
Friday, Mar 12 2010 3:00pm EST 
Monday, Mar 15 2010 8:00pm EDT
Tuesday, Mar 16 2010 12:00am EDT
Tuesday, Mar 16 2010 4:00am EDT
Tuesday, Mar 16 2010 8:00am EDT
Tuesday, Mar 16 2010 12:00pm EDT
Hitting the numbers--preserving margin, customer loyalty and growing revenue-- are top of mind for CEOs in this economy. What will top teams do to manage talent to achieve these goals? How will HR leaders support these operational and financial concerns? Assigning talent to the tasks based on ability, shifting talent attention to pursue new opportunities, and keeping everyone closely on track to hit key metrics are three capabilities valued by the C-suite to confidently achieve business goals. How are leaders executing in these areas? This webcast will cover examples of effective talent management to achieve performance goals and pursue emerging business opportunities. You’ll discover why leaders who involve talent in finding creative ways to prosper in tough times come out on top. more »
Live:
Wednesday, Apr 14 2010 3:00pm EDT
Recasts:
Thursday, Apr 15 2010 7:00pm EDT
Thursday, Apr 15 2010 11:00pm EDT
Friday, Apr 16 2010 3:00am EDT
Friday, Apr 16 2010 7:00am EDT
Friday, Apr 16 2010 11:00am EDT
Webcasts on Demand
Follow the Money to Achieve Performance
Webcast:A total rewards strategy that reinforces performance and recognizes employee effort and contribution helps to ensure motivated and committed talent. As companies pay attention to how they are spending their limited compensation dollars, recognizing and rewarding performance can be challenging. But even now, statistics suggest that 75 percent of companies in the US connect part of a person's pay to measures of performance. Is their link between compensation, work quality and the realization of specific goals clear? How will pay for performance directly support business goals related to profitability, growth and customer loyalty? How do you correct a pay for performance program that has gone bad? This webcast will explore these questions, effective pay for performance practices, and more with an industry thought leader, a corporate practitioner, and you (if you attend)-register now!Manage pay as a vehicle to create a performance culture, and choosing your metrics
Communicate goal and reward transparency to engage commitment
Link pay to what really motivates people
Handle salary increments and incentives for individual, group, and/or company performance
Reward performance even when the merit/bonus budget is reduced more »
Don't miss these webcast take aways:
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Transform your Organization for Performance and Commitment - What Leaders Need to Know
Webcast:
High commitment is reflected in a truly high performance organization... does your company have both? The transformation to high commitment, high performance (HCHP) requires leaders to embrace and solve the paradox inherent in delivering quarterly earnings on the one hand and building commitment among employees, customers, investors and society on the other. To make this transformation a reality, leaders make courageous decisions about how to organize, lead and manage their companies. Six silent barriers that undermine commitment and performance
The role of honest and collective learning and governance in delivering HCHP
Five levers of change to achieve fundamental and systemic transformation
Principles to manage performance strategically
How to organize your company to best leverage human and social capital
How to diagnose where your organization is on the journey to HCHP, and how to accelerate your progress more »
In this webcast Michael Beer, Harvard Business School Professor Emeritus and Chairman of TruePoint Partners, will share the core concepts from his book, High Commitment, High Performance: How to Build a Resilient Organization for Sustained Advantage (Jossey Bass, Aug 2009) and explore what HCHP means to your company. If you are a leader or a developer of leaders, this webcast is for you!
Don't miss these webcast takeaways:
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Turnaround Leadership Delivers Performance
Webcast:
Execution is critical from leaders who commit to turnaround performance from their organization. In this economy, execution must reflect adaptability to new opportunities and requirements. Those who are successful use metrics to assess their organization's readiness and ability to deliver on a turnaround plan. The most effective leaders take on the challenges to deliver turnaround performance with the depth of character needed to strengthen talent morale and commitment. This webcast will address the capabilities of leaders who can make tough decisions and win talent commitment to rapidly rebuild and reposition organizational capability for turnaround performance.
Choose the right leaders for turnarounds
Prevent destruction of employee engagement during cost cutting and job losses
Maintain moral leadership to recover during tough economic times
Put execution first (and support it with leadership that delivers performance)
Lead to the unknown future, and win support during times of ambiguity
Pass "The Character Test" (how people choose to follow a leader during challenging times)
Assess execution readiness with metrics to analyze organization and leadership's ability to deliver on a turnaround plan more »
Don't miss these webcast take aways:
Talent Pool or Talent Puddle? How Deep is Your Succession Planning
Webcast:
The talent-pool approach to succession planning has emerged as a strategic best practice that establishes a larger number of employees for promotion -"bench strength"-who are more likely to stay loyal and whose skills are best aligned with the organization's strategic plans. Leading succession planning experts recognize that many organizations confuse replacement planning for true succession planning, which focuses on developing people to build overall bench strength. Despite the current downturn, many organizations are still faced with competency shortfalls. This means succession planning strategies and tools must effectively nurture and develop a deep pool of people to draw from, with the know-how to support the organization's strategic direction. Succession is not just about grooming executives for the C-level. It is about creating career paths at all levels and tying it to performance. This webcast will cover how to implement systematic succession planning using talent pools to gain a competitive edge in a knowledge economy. Define competencies and development plans around skill groups (pools)
Include the right metrics to provide the needed information for succession decisions
Prepare talent for more challenging responsibilities
Identify high potential talent, solid "B" players and flight risks
Avoid panic-driven vacancy filling
Establish leadership partnerships
Prevent promotion pitfalls more »
Don't miss these webcast take-aways:
Realizing the ROI of Your Talent Investment: Do you meet or exceed expectations?
Webcast:
When it comes to managing and developing talent, the full support of your company's business leaders is crucial. These leaders understand ROI, so how do you meet their expectations and speak their language using metrics and performance outcomes tied to actual dollars? The good news is the link between talent and company performance has become more quantifiable, and many types of nonfinancial outcomes from goal alignment, engagement and productivity can be translated into dollar terms. Every 4 percent improvement in engagement, for example, can be tied to a 1 percent improvement in earnings. Top companies align talent competencies with their overall business strategy, and reinforce expectations through performance management and 360 degree feedback. At a time when every investment is scrutinized for its return, this webcast will help you fortify your business case for investments in valuable talent assets. more »
Sculling to success: Aligning goals for business results
Webcast:
When properly managed, goals are strategic tools to gain the maximum output from the collective contributions of all individuals in an organization. Goals direct use of time, attention, effort, and resources. They help to ensure that everybody in the boat is rowing in the same direction. When individuals understand how their efforts connect to others' and the goals of the organization, they feel more valued and appreciated. They are more likely to be engaged in their work and perceive it to be more meaningful. Aligned goals synchronize the strokes each individual makes to race across the finish line. Is your company's crew ready to compete?
Determine if your goals are organization-centric with a clear line-of-sight between the work produced by individuals and the aims of the company
Track goal linkages and aggregate results into a reportable form for each successive level
Case study on using automated performance management to implement organizational goal alignment presented by MetroPCS more »
Don't miss these webcast take aways:
Surround Sound: Why 360 Degree Feedback is Music to Your Ears
Webcast:
Multi-rater or 360 degree feedback provides a basis for individuals' development, process improvement, and demonstrating critical competencies throughout your organization. Insight about performance, goal achievement and underlying competencies is greatly enhanced by feedback from multiple sources. As part of the performance management process, 360 degree feedback allows direct reports, teammates, cross-functional managers and even external stakeholders to provide perspective that sustains talent engagement and team productivity. Informal feedback helps, but a formalized process to gather and consolidate this broader feedback captures critical insights. This webcast will discuss how you can make the most of 360 degree multi-rater feedback to improve and sustain performance. If you want to turn up the volume of listening in your organization for fidelity performance, this webcast is for you!
Help employees and their managers better understand perceived strengths and weaknesses
Establish performance objectives that are aligned with the organization
Plan customized training and career development strategies
Keep team members engaged and motivated through highly relevant performance feedback to make an optimal contribution to the organization more »
Don't miss these webcast take aways:
How a Performance Driven Culture Delivers Results
Webcast:
Recognizing that people have a major bearing on how any business performs, incorporating high performance as an integral part of organizational culture is becoming a given. Corporate performance management and talent management are inseparable. Aligning people plans with the business plan signs up the right talent to be accountable for the right goals, and everyone, top to bottom, can see measurable targets to evaluate how they and the business are doing. How do the best and innovative companies accomplish this? You'll leave this webcast with insights on what it takes to create a performance culture, by hearing new research, corporate practitioners' successful practices and business results. more »
Leadership Accountability in Performance Management Achieves Organizational Results
Webcast:
Often tied only to mid-year and year-end reviews for individuals, the performance management process can unite the entire organization around strategic objectives and results. Effective organizations focus on the overall organizational performance measurement. This webcast explores what leading organizations are doing to enable executives to how organizations can use the performance management process to create organization wide performance goals, hold each division / unit accountable for results, engage individual employees to contribute to business success and to assess the performance of the entire organization.
Performance Management starts with the Executive Strategic Planning process
Aligning the entire organization to the strategy, goals and initiatives
Creating Organizational Dashboard Measurements
Assessing organizational performance -- executives modeling performance management more »
Take away from this hour a powerful method that creates accountability, transparency and enthusiasm using the performance management process across the entire organization.
The Keys to the Boardroom: Helping HR Drive Strategy in the Mid Market Enterprise
Webcast:
Learn how leading mid-market organizations have quickly and easily implemented employee performance and talent management systems and realized a return on investment by tying HR programs to business objectives. See how their HR departments were able to break free of administrative shackles and take on an active role in driving organizational strategy and shaping organizational culture.
- Lee Enterprise used its employee performance management system to help unify cultural differences created by the rapid growth experienced from several mergers and acquisitions. They now have created a seamless workforce across Lee's many corporate offices, working to achieve the same corporate goals. This enabled Lee, Americas 4th largest publisher, to get on with the business of producing great-quality periodicals and newspapers.
- The Zoological Society of San Diego redefined its corporate culture with its new employee performance management system. The Zoological Society has now created a pay-for-performance culture in which employees are more motivated and accountable and are collectively working towards organizational goals.
- Clark Nuber, one of Washington State's top employers, is focused on maintaining its competitive edge by attracting and retaining top notch talent. Moving to a Web-based employee performance and talent management system has enabled them to standardize appraisals, create consistency in the program and provide timely and relevant feedback to its most valuable asset, its employees.
For companies in the middle market, the very tasks that HR has traditionally been asked to deal with; compliance, compensation, performance management, development, etc. are becoming more critical as these companies grow and yet corporate leadership is often unaware of potential challenges and the technology solutions that can enable continued growth.
Join us as we launch this brand new learning track on performance management and talent management for the mid-market enterprise with fascinating real-world case studies on how HR really can take organizations to a new level of success. more »
This Learning Track Made Possible by
Kathy Anthony
Administrative PartnerO'Sullivan Creel, LLP
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