Cytiva Software, Inc.
“Six Steps To Successfully Implementing Performance
Management Software ”Hosted By:
Ian Alexander Vice PresidentCytiva Software Inc.
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“ Implementing EPM Software”
Current Landscape• Ten Years of Employee Performance
Management Software (EPM)
• Growth of System Complexity
• Explosion of Vendors
• Key Considerations
Six Steps
“ Implementing EPM Software” The Year 1995 B.E.P.M.
“ Implementing EPM Software” The Year 1995 B.E.P.M.
Performance Management Process Ineffective• Typical lifespan: 3 years
Workforce Unclear on Benefits of Evaluations Evaluations Inconsistent, Sporadic, Even Demoralizing C-Level Sees Little Value “Necessary Evil”
“ Implementing EPM Software” EPM to the Rescue
1998 2008
First Genw/modules
First GenForm Focused
Second GenPeople Focused
First Generation: Electronic Forms and Workflow (Horseless Carriage)
First Generation (Plus): Add Features Like Comp, 360, Succession, etc.
Second Generation: Focus on people, user experience and interaction
Automate Process Support Promise of Talent Management
Integrate People/Process/TM
Vendors
“ Implementing EPM Software” EPM Explosion
2005 2008
First GenForm Focused
Second GenPeople Focused
2008: $409 Million Spent on EPM (Bersin)
More than 30 Vendors
Result: Complexity, slow line manager adoption, dissatisfaction
First Genw/modules
Adopters
1998
“ Implementing EPM Software” The Year 2008 A.E.P.M.
Process Automation = More Efficient Reviews Employees Often Forced to Use Confusing Systems in
the Name of Data Collection/TM Process Integration HR Often Overwhelmed with Technology/Data Issues
at the Expense of Strategic Outcomes C-Level Sees HUGE Value Beyond CYA (and are
expecting results) Performance Management Process Ineffective
• Typical lifespan: 2 Years
OJ TRIAL ’08!
“ Implementing EPM Software” The Year 2008 A.E.P.M.
Today: EPM Data at the Heart of Most High Value Talent Functions
Improve Recruiting Effectiveness
Tie Pay to Performance
Identify High Potential Employees
Focus Training $ Around Strategic Objectives
Training/Development
Succession/ Workforce Planning
Compensation
Recruiting
EPM
Key Consideration: PM is a People Process, Not a Technology Process
Focus on People/Process and Choose Technology That Supports Your Goals
Take It Once Step at a Time
Get PM Right Before You Expand
New Gen 2 Tools Available
Training/Development
Succession/ Workforce Planning
Compensation
Recruiting
EPM
Priority One:
Get This Right
“ Implementing EPM Software” Form Based Gen 1 Plus System
“ Implementing EPM Software” Employee Based Gen 2 Plus System
“ Implementing EPM Software” Six Steps
1. Don’t Ask for a Pony 2. Prepare Your Organization for Lasting
Change3. Start Small, Roll Out in Phases4. Focus on the Employee-Manager
Experience5. Buy Experience Not Hype6. Communicate Like a Marketer, Train
Relentlessly, Adjust Accordingly
“ Implementing EPM Software”Don’t Ask for a Pony – You May Just Need New Socks
Identify 2-3 key system objectives (i.e., all employees complete annual goals, all reviews completed on time) and evaluate feature “requirements” against those desired outcomes
Allow managers and employees to use the system. Use feedback to discover what features were core to their needs
Advanced functions such as metrics, dashboards, or gap analysis require at least a year, and often two years of consistent and reliable performance data to deliver value
“ Implementing EPM Software”Prepare Your Organization for Lasting Change
Engage with senior executives early to define key business metrics such as reduced costs, or improved customer service scores, and clearly demonstrate how these metrics will be tracked, reported on, and achieved
Develop a communication and training plan to clearly communicate the changes that are coming and explain WIIFU (what’s in it for US).
Identify resources beyond IT and HR. Set specific roles and deliverables for others in the organization, including resources to address the myriad of change management issues
Don’t be opposed to fielding questions, complaints, push-back and excuses for why things won’t work
“ Implementing EPM Software” Start Small, Roll Out in Phases
Roll out functionality in phases which can be monitored and adjusted, and expect the full solution implementation to take months, not weeks
Consider starting with a business unit or location as a pilot group. Pick disciplined, motivated leader who values performance management and will champion the system
Focus initial efforts on a few key outcomes (i.e., reviews completed on time, or all employees receiving a review) and measure results. Then expand feature implementation or enterprise-wide utilization. Extra features get discounted or ignored because their value is neither established nor understood by users
“ Implementing EPM Software” Focus on the Employee-Manager Experience
Median tenure of U.S. workers ages 25 to 34 is 2.9 years (BLS)
Employers will replace upwards of 60% of their staff over the next 3 years (National Institute of Business Management)
Cost of replacing a typical professional: 1.5 X salary (SHRM/ASTD)
A company of 250 employees could spend upwards of $11M
“ Implementing EPM Software” Focus on the Employee-Manager Experience
Employees Quit Managers- Not the Company Focus On Employee/Manager Interaction Over Back
End Functionality Design Your Process to:
Provide employees insight into expectation and measurement Give visibility to employees’ contribution to organizational objectives Include/encourage regular face-to-face time for career aspirations and
personal development Provide tools for tracking performance, feedback and providing
coaching Include peer, self and manager feedback Make evaluations a two-way dialog
“ Implementing EPM Software” Buy Experience Not Hype
More vendors = more choice/better products Who are you buying from?
Experience/domain expertise (developers, product managers, sales reps, executives, etc)
Gen 1-plus or Gen 2? How hands-on will vendor be?
Longer, phased roll outs mean need for more support from vendor
Will you be a key customer or one of thousands with an 800 support number
Avoid buzz words like web 2.0, tag clouds, spinning baseball cards, social networking
“ Implementing EPM Software” Communicate Like a Marketer, Train Relentlessly, Adjust
Accordingly
Selection/Implementation Just the First Step Sell the benefits of using the system in term of WIIFU
– what’s in it for us Solicit and distribute internal success stories. Reward employees that make the most performance
notes, complete reviews on time, etc Develop a “boot-camp” to quickly get new users up to
speed on the system
“ Implementing EPM Software” Communicate Like a Marketer, Train Relentlessly, Adjust
Accordingly
Selection/Implementation Just the First Step Provide regular “feature-focused” training to allow
those in need to dive into areas of interest and get the most out of their experience
Create a forum to elicit feedback from users Communicate feature changes, upgrades, and
system maintenance times well in advance and provide specifics relating to new feature training or down time
Be willing to adjust the process
“ Implementing EPM Software” Six Steps
1. Don’t Ask for a Pony 2. Prepare Your Organization for Lasting
Change3. Start Small, Roll Out in Phases4. Focus on the Employee-Manager
Experience5. Buy Experience Not Hype6. Communicate Like a Marketer, Train
Relentlessly, Adjust Accordingly
Cytiva’s Free Webinar series
• Interview Techniques and Strategies for Hiring Top Performers
- 10/09/08 10-11 AM PDT
• Retention: The Key to a Successful Recruiting Plan
- 11/20/08 10-11 AM PT
Register at: www.sonicrecruit.com/company/events.htm
“ Implementing EPM Software”Cytiva Software Inc. offers a wide variety of products and services to help
you get the most out of your recruiting efforts. Talent Acquisition System
• Custom career sites• Employee referral management• Career agents• Ad posting and tracking • Manager self-service• Contact management/Outlook integration• EEO/OFCCP compliance• Vendor Management Module• Onboarding Module• Hourly Recruiting System
Consulting SonicPerform Performance Management System
To learn more contact: David FreemanTalent Management Solutions Consultant877-775-0888www.sonicrecruit.com