Proposed Human Capital Management

System

With Focus on Performance Management

and Tool RecommendationCreated and Submitted by Beth Gifford

Human Capital Management System (HCMS)

• Sourcing exceptional talent• Building excellent supply chain• Reduced cycle time to fill• Robust On-boardingTalent

Acquisition

Cascaded Goals

Results ROI

• Measurable outcomes demonstrated against goals• Development plan status• ROI evidence

• Retention increased• Development • Engagement• Career/Succession Planning• Rewards and Recognition

Performance Management ProcessSequence of Events

Overview of Performance Review Tool

Employee Annual Goals and Objectives, aligned

to division and corporate strategies

Employee development plan, aligned to goals &

objectives

Project-based periodic review results

Annual Review measures and results

Employee profile

Next steps, action plan, and follow-up

requirements

• SMART - Drive execution of corporate goals

• Talent Engagement• Performance Improvement

• Multiple Reviewers• Continuous Improvement

• Deliverable Product• Employee Engagement

• Results of SMART annual Goals and Objectives plus culmination of periodic project based reviews

Differentiation Matrix

Recommended Systems

Recommendation: Web-based performance management system, including: Employee Profile Cascading Goals capability Periodic Project-based Reviews Annual Review Multiple Reviews 360° Review capability Skills Inventory Succession Planning Annual Development Planning

Decision Matrix  Vendor #1 Vendor #2Align company goals to individual performance √ √

Organization (Corp) Goal Deployment √ √

Cascading goals - for shared accountability if desired √ √

Individual Goals and Objectives √ √

Allows periodic updates to G&Os √ √

Create Employee Profile with skills inventory   √

Searchable employee profiles and skills inventory   √

Create updatable employee profiles √ √

Project aligned period reviews √ √

Jounral capability for inputs throughout the year √ √

Annual Reviews √ √

Peer reviews √ √

360 degree reviews √ √

Multi-rater feedback √ √

Core Competencies - behavior & results √  

Development Planning √  

Option to weight measurables √  

Real-time reporting √ √

Forced Ranking (Resource Review)   √

Comments can be original with tools for personalization, coaching tips √ √

Legal scan √ √

Statistical anlaysis - distribution √ √

Balanced Score Card    

Dashboard reporting capability √ √

Compensation planning tied to perf rating √ √

Output of annual compensation statement   √

Implementation and Go-Live Training   √

Scalable   √

Configurable   √

Web Based   √

No IT support required to set up   √

On-going support   √

* NOTE: For the sake of publishing to LinkedIn, vendor names and actual recommendation of one over another have been removed

Sample Tools

• Strategy and goal deployment tool• Distribution and differentiation analysis tool

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Target 10 largest retail and energy companies

Responsible Owners

Comments: 75% increase in use of Agile Scrum process20% increase in Sales Force through independent broker agreements

20% decrease in COGS

Create future state resulting from VSMs to remove waste and improve cycle times

Schedule and send staff to Scrum training, by June 30, 2009

Align to HCM G&Os to drive individual effectiveness

Division: XYZ

STRATEGY DEPLOYMENT MATRIXAuthor: Period: 2009

Owner: Division President

1

2

3

4

Performance Review Rating Distribution

0

1

2

3

4

5

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1 2 3 4 5 More

Frequency

Department NameManager Name

2008 Payroll 437,459.00$ Total 2009 Payroll Budget 448,395.48$ Total Merit Budget 10,936.48$ Delta to Merit Budget (1,072.00)$ 9,864.48$

Employee Last Name, First Name 2008 Comp Perf Rev Rating 1 - 5 % Increase $ Increase 2009 Comp

2009 Avg % Incr

% +/- Avg $ +/- Avg

Smith, John 35,000.00$ 4 2.75% 962.50$ 35,962.50$ 2.5% 0.25% 87.50$ Green, Mary 34,750.00$ 3 2.50% 868.75$ 35,618.75$ 2.5% 0.00% -$ Johnson, Jim 37,899.00$ 3 2.40% 909.58$ 38,808.58$ 2.5% -0.10% (37.90)$ Smith, Gary 40,000.00$ 3 2.50% 1,000.00$ 41,000.00$ 2.5% 0.00% -$ Jones, Helen 33,900.00$ 3 2.50% 847.50$ 34,747.50$ 2.5% 0.00% -$ Jones, Katie 34,600.00$ 4 2.75% 951.50$ 35,551.50$ 2.5% 0.25% 86.50$ John, Chris 35,000.00$ 4 2.75% 962.50$ 35,962.50$ 2.5% 0.25% 87.50$ Baker, Lindsay 38,001.00$ 4 2.80% 1,064.03$ 39,065.03$ 2.5% 0.30% 114.00$ Trim, Randy 37,499.00$ 4 2.90% 1,087.47$ 38,586.47$ 2.5% 0.40% 150.00$ Zen, Art 34,590.00$ 5 3.50% 1,210.65$ 35,800.65$ 2.5% 1.00% 345.90$ Music, Piano 39,820.00$ 1 0.00% -$ 39,820.00$ 2.5% -2.50% (995.50)$ Strings, Viola 36,400.00$ 1 0.00% -$ 36,400.00$ 2.5% -2.50% (910.00)$

Finance - Cost AccountingBeth Gifford

Merit Increase Distribution

01234

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0 $1,000 $1,500 $2,000 $2,500 $3,000 More

Frequency

Sample Strategy Deployment Tool

Revision Date:

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X X X X X

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X X X X X50% increase in revenue from new project sales

Target 10 largest retail and energy companies

Responsible Owners

Comments: 75% increase in use of Agile Scrum process20% increase in Sales Force through independent broker agreements

20% decrease in COGS

Create future state resulting from VSMs to remove waste and improve cycle times

Schedule and send staff to Scrum training, by June 30, 2009

Align to HCM G&Os to drive individual effectiveness

Division: XYZ

STRATEGY DEPLOYMENT MATRIXAuthor: Period: 2009

Owner: Division President

1

2

3

4

Performance Review Rating Distribution

0

1

2

3

4

5

6

1 2 3 4 5 More

Frequency

Department NameManager Name

2008 Payroll 437,459.00$ Total 2009 Payroll Budget 448,395.48$ Total Merit Budget 10,936.48$ Delta to Merit Budget (1,072.00)$ 9,864.48$

Employee Last Name, First Name 2008 Comp Perf Rev Rating 1 - 5 % Increase $ Increase 2009 Comp

2009 Avg % Incr

% +/- Avg $ +/- Avg

Smith, John 35,000.00$ 4 2.75% 962.50$ 35,962.50$ 2.5% 0.25% 87.50$ Green, Mary 34,750.00$ 3 2.50% 868.75$ 35,618.75$ 2.5% 0.00% -$ Johnson, Jim 37,899.00$ 3 2.40% 909.58$ 38,808.58$ 2.5% -0.10% (37.90)$ Smith, Gary 40,000.00$ 3 2.50% 1,000.00$ 41,000.00$ 2.5% 0.00% -$ Jones, Helen 33,900.00$ 3 2.50% 847.50$ 34,747.50$ 2.5% 0.00% -$ Jones, Katie 34,600.00$ 4 2.75% 951.50$ 35,551.50$ 2.5% 0.25% 86.50$ John, Chris 35,000.00$ 4 2.75% 962.50$ 35,962.50$ 2.5% 0.25% 87.50$ Baker, Lindsay 38,001.00$ 4 2.80% 1,064.03$ 39,065.03$ 2.5% 0.30% 114.00$ Trim, Randy 37,499.00$ 4 2.90% 1,087.47$ 38,586.47$ 2.5% 0.40% 150.00$ Zen, Art 34,590.00$ 5 3.50% 1,210.65$ 35,800.65$ 2.5% 1.00% 345.90$ Music, Piano 39,820.00$ 1 0.00% -$ 39,820.00$ 2.5% -2.50% (995.50)$ Strings, Viola 36,400.00$ 1 0.00% -$ 36,400.00$ 2.5% -2.50% (910.00)$

Finance - Cost AccountingBeth Gifford

Merit Increase Distribution

01234

5678

0 $1,000 $1,500 $2,000 $2,500 $3,000 More

Frequency

Sample Distribution and Differentiation Analysis