HR CoreLab2 2014 Social Performance Management Jon Ingham

@JonIngham

Social Performance Management

Jon Ingham, Strategic HCM

• Insight based HR / OD consultant, focusing on accumulating human and social capital

• Former International HR Director for Ernst & Young

• Will blog on these two days at http://strategic-hcm.blogspot.com

Not intuitive!

Source: Jon Ingham, Strategic Human Capital Management, 2006

Source: http://teneoblog.com/2013/12/17/bt-operate-case-study- performance-management/

Source: Julian Birkinshaw, LBS

• Outcomes vs Activities

• Best practice to Best fit

• All Change!

• Social Media (Activities 2.0)

A Few Bits of Background

Outcome vs Activities

Outcomes Business Impacts Activities

“I wanted to define the roles of HR as outcomes more than activities. I saw a lot of work in HR focused on activities (number of hours of training a leader receives; whether a firm is using 360 degree feedback; if it implements performance based pay or competence based hiring). I wanted to shift the focus to outcomes of the activities.” – Dave Ulrich

•  Human capital –  Talent, capability –  Engagement –  Diversity –  Quality of leadership

•  Organisation capital

–  Alignment and effectiveness of processes, networks and structures

•  Social capital

–  Connections –  Relationships –  Conversations

Best Practices to Best Fit

Source: Jon Ingham, Strategic Human Capital Management, 2006

- Peter Reilly

Source: Gary Hamel, The Future of Management, 2007

All Change!

"Management 2.0 is going to look a lot like Web 2.0: •  Everyone has a voice •  It’s easy and cheap to experiment •  Capability counts for more than credentials and titles •  Commitment is voluntary •  Power is granted from below •  Authority is fluid and contingent on value-added •  The only hierarchies are "natural" hierarchies •  Communities are self-defining •  Individuals are richly empowered with information •  Just about everything is decentralized •  Ideas compete on an equal footing •  It's easy for buyers and sellers to find each other •  Resources are free to follow opportunities •  Decisions are peer-based.” - Gary Hamel

Source: Edelman

Social Media

• Activities / Technologies

• Outcomes: Human to Social Capital

• Anchoring in the Culture

‘Social’ as a Solution

Activities / Technologies

Source: Real Story Group

Outcomes

Activities

Group Social HR

Social Capital

Human to Social Capital

Outcomes

Activities

Individual Individual HR

Human Capital

Group Social HR

Social Capital

Human to Social Capital

Zappos: Holocracy

• Post it notes on the team (+ > -) • Stuck up on flips – 6-8 team competencies • Pairs feedback on team and discuss

• Post it notes on other individuals (+ > -) • Stuck on flips – individuals • Individuals feedback on themselves (they own disclosure)

Ernst & Young: Team Debriefs

Anchoring in the Culture

Easier Harder

Feedback

Individual Performance

Individual Performance Management Coaching

Innovation

Customer Focus

Social Performance

Recognition

• Team discuss team members’ performance eg sharing objectives and checking for duplication and overlap

• Team debriefs

• Team distribution of rewards?

Improving Individual PM

1: • Social PM generates social capital • Social capital is the core of the culture • So… social PM is part of the culture

2: • Because people are talking about performance • Makes performance part of the culture • More intuitive / natural • Focus more likely to be retained

Social PM in the Culture

Plus: • And develops social capital (> human capital) • And develops human capital, often more effectively than individual PM

• And leads to transformational solutions (all change!)

• And points to use of social media tools • Using PLM factor!

Social PM

jon.ingham@strategic-hcm.com

strategic-hcm.blogspot.com

blog.social-advantage.com

linkedin.com/in/joningham

twitter.com/joningham

strategic-hcm

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