8/14/2019 Lessons Learned Analysis Employee Performance Management & Individual Development Planning

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Lessons Learned Analysis: Employee Performance Management &Individual Development Planning

How did corporate performance reviews and individual development planning programsimpact your project? This questionnaire will allow you to analyze these processes,develop conclusions, and make recommendations.

Purpose

This template is designed to assist the project manager during project post mortemactivities to analyze two common corporate employee development processes as to theireffect, whether positive or negative, on the project. The two processes are formalemployee performance evaluations and individual development planning. The templateis to be used as the basis for surveys and discussions to develop conclusions and makerecommendations.

The employee performance review system and individual development program aresimilar in that they are both usually standardized in the corporation by the humanresources function, yet still effect performance in projects.

Instructions

There are two sections. Answer the questions in the first section to compile a completelist of issues and opportunities for improvement. Use the questions in the second sectionto develop conclusions and recommendations for post mortem/lessons learneddocumentation.

Tip . . . This information might be better attained by collecting Phase 1 questions via asurvey to all employees and managers in the project. This effort should be coordinatedwith a corporate organization development group and/or a training & development group.Phase 2 conclusions and recommendations can then be developed separately by aspecialized post mortem group which includes representatives from the project andhuman resources.

Example Issues/Problems/Opportunities for Improvement

Many employee performance evaluations were conducted beyond the desireddeadline.

Example Conclusion

Supervisors were not given sufficient time to prepare for employee performanceevaluations, due to project deadline pressure. This gave employees theimpression that their development was not well supported by the organization.

Example Recommendations

Consider corporate performance evaluation dates when scheduling majorproject deadlines.

Involve supervisors in detailed planning to best incorporate their need to meetcorporate human resource development goals.

8/14/2019 Lessons Learned Analysis Employee Performance Management & Individual Development Planning

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Lessons Learned Analysis: Employee Performancegantthead.com Management & Individual Development Planning

Phase 1: Identifying Opportunities for Improvement

Employee Performance Management

1. Were there any obvious problems associated with the performancemanagement of workers, such as:

1.1. no performance evaluation given?

1.2. evaluations not given consistently to all employees or employeegroups?

1.3. evaluations not provided according to corporate policy or standard?

1.4. infrequent evaluations?

2. Did standard performance evaluations measure performance/behaviors thatwere relevant to the project?

3. Were criteria used in performance evaluations described in project orientationor kick-off meetings?

4. Were criteria used in performance evaluations reinforced through projectcommunications?

5. Was the performance evaluation process incorporated into the projectcommunication plan?

6. Did supervisors who implemented the performance reviews understandclearly how they would collect the performance data from project reporting

and their own questioning of individual or groups that the reviewee workedwith?

Individual Development Planning (IDP)

1. Was the individual skills development program helpful in improving employeeperformance relevant to the project?

2. If there was no IDP program used during this project, would one haveimproved performance of workforce?

3. Was the IDP process found to be inadequate by project workers ormanagers?

4. Was attention given in project for employees to use the skills identified in theirindividual development plans?

5. Were the skills prioritized in the IDP necessary for success of the project ordid the project place the skills at a lower priority than the IDP?

6. Was time given in the project for employees to work to their individualdevelopment plan?

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8/14/2019 Lessons Learned Analysis Employee Performance Management & Individual Development Planning

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Lessons Learned Analysis: Employee Performancegantthead.com Management & Individual Development Planning

Phase 2: Developing Conclusions & Recommendations

A. What were the causes of any problems noted? Did any causes result inmultiple problems?

B. Where in the formal performance review process or individual developmentplanning process does it appear that these problems developed?

C. Where in the project management process does it appear that theseproblems develop?

D. Which individual or department will need to address the issue in the process?

E. What are recommendations to the departments/organizations responsible forthose activities?

F. What are the highest priority opportunities for improvement (those that areurgent and will garner the greatest benefits to the company and subsequent

projects)?

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