webinar corporate social performance management for driving employee engagement

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Employee Engagement Best Practices: Creating a Learning & Coaching Culture BullseyeEvaluation is a P di Shift i F ilit ti Paradigm Shift in Facilitating Employee Engagement for Corporate Performance Engagement Drives Performance Creates a Cycle of Productive Communications F ili C hi & M i Facilitates Coaching & Mentoring Effective Talent Management Creates Business Strategy Execution Creates Business Strategy Execution Delivers KPI improvements

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Page 1: Webinar Corporate Social Performance Management For Driving Employee Engagement

Employee Engagement Best Practices:Creating a Learning & Coaching Culture

BullseyeEvaluation is aP di Shift i F ilit ti

g g g

Paradigm Shift in Facilitating Employee Engagement

for Corporate Performance

Engagement Drives Performance

Creates a Cycle of ProductiveCommunications

F ili C hi & M i Facilitates Coaching & Mentoring

Effective Talent ManagementCreates Business Strategy ExecutionCreates Business Strategy Execution

Delivers KPI improvements

Page 2: Webinar Corporate Social Performance Management For Driving Employee Engagement

Adeel Zaidi, Founder & PresidentBullseye Evaluation, LLC

Terry StockhamHuman Capital Strategist (HCS) + Senior Professional in Human Resources (SPHR) + Global

Charles Bedard Charles has extensive

Adeel has a B.S. degree in IndustrialEngineering and a MBA degree in Industrial Management. He is an experienced P&L manager in manufacturing and healthcare

( )Remuneration Professional (GRP) + International Human Resource Management Certificate

Accomplished executive leader with an extensive portfolio of success directing human capital

knowledge oftechnology and outsourcing options for today’s business.

Mr Bedard serves as amanufacturing and healthcare operations.

Adeel has utilized his executive experience in the development of a corporate communication system — the Bullseye

portfolio of success directing human capital and organizational development for major global corporations such as Pepsi-Cola and Coca-Cola.

Credentials include:

Mr. Bedard serves as a Strategic Advisor, Chief Strategy Officer, and Global Strategist to B2B technology and outsourcing providers.

communication system the Bullseye Evaluation Performance Management System & KPI Dashboards — that promotes a culture of coaching and mentoring. This approach to employee performance management and evaluation is

Credentials include:> Established the Human Capital Institute in the former Soviet Union, set up the organization infrastructure.

> Advised 25 of the top 100 Russian

Previously, Charles served as a Director for multiple fast-growth companies in BPO, IT, HR/Human Capital/HRO, Technology/Software, and

an outgrowth of years of employee management and executive experience with a variety of manufacturing and healthcare organizations.

pbusinesses on organizational development/human capital practices.

> Performed as speaker at 20+ conferences including The Conference

Professional Services.

He has earned his Bachelor of Arts from Southwestern University and his Masters of Business Administration fromg

Board in New York.

> Cultivated partnerships with 10 local and 3 global human capital organizations.

Business Administration from Texas Christian University.

Page 3: Webinar Corporate Social Performance Management For Driving Employee Engagement

The Business Case for Employee Engagement

Today, only 1 out of 3 employees is Engaged. Di d E l E d E lDisengaged Employee Engaged Employee

- Going through the motions

- Often invisible- Dutiful, but negative

Emotionally Connected.

Overachieve. Discretionary Efforts.

- Show up only for check-ins

- Negatively impact the team

- Don’t leave the organization

Love their jobs. Believe in their

employers’ goals. Positive influence on

coworkers and departmentorganization department performance.

> What is not measured cannot be improved.

CONFIDENTIAL AND PROPRIETARY INFORMATION

Page 4: Webinar Corporate Social Performance Management For Driving Employee Engagement

Special Offer

What really drives financial success?

B ll E l ti tHRi W k hBullseyeEvaluation tHRive Workshop

Are you overpaying for what you get?

Do you need an organization specificDo you need an organization specific calculation of the impact HCM will have on your organization?

Half day workshop Half-day workshop.

Develop the ROI Business Case specifically for your organization.

“Train the Trainer” approach.

Page 5: Webinar Corporate Social Performance Management For Driving Employee Engagement

Building Perform Culture

Page 6: Webinar Corporate Social Performance Management For Driving Employee Engagement

The Future of Work

We no longer live in a 2-D staffing model.

If your hiring and management practices do not fit with the demographics and psychographics of today’s workforce how will you compete?

Employment Level:Individual Contributor, Supervisor, Manager, Executive

Employment Psychographics: Free Agents, Globals, Technicals, Rising Stars, Retired Boomers

Employment Type:Contingent, Contract, Part-Time, Full

Employment Demographics:Millenials, Generation X, Baby Busters, Baby Boomers

Page 7: Webinar Corporate Social Performance Management For Driving Employee Engagement

BullseyeEvaluation Drives a Culture of Performance

Performance is built upon frequent communications about goals. Through routine reviews and feedback, employees get the feedback they desire to self improve job performance and manage

their careers. Managers get the information they require to make better informed decisions.

CORPORATE DASHBOARD + TEAM PERFORMANCE + SOCIAL PERFORMANCE MANAGEMENT

Our approach to performance management helps managers effectively manage within

i tminutes.

-Facilitates social feedback & coaching/mentoring.

-Connects employees activities to corporate

7

Connects employees activities to corporate goals via a comprehensive virtual business dashboard solution that encompasses employee specific goals tied to operational and corporate performance metrics.

Page 8: Webinar Corporate Social Performance Management For Driving Employee Engagement

The Future of Work

The Goal of Human Capital is to Drive Performance Top Ten Non-Financial Variables for HRDrive Performance. Top Ten Non Financial Variables for HR

1. Execution of corporate strategy2. Management team3. Quality of corporate strategy4. Innovation5. Ability to attract and retain talented

people6. Market share7. Management capabilities8. Alignment of compensation with g p

shareholder’s interests9. Leadership10. Quality of major business processes

“… people might be our most valuable asset, or our biggest liability!”

“People could be our only true competitive advantage, or our competitive disadvantage…”

“…success absolutely depends on the quality

CONFIDENTIAL AND PROPRIETARY INFORMATION

y p q yof our employees”

Page 9: Webinar Corporate Social Performance Management For Driving Employee Engagement

The BullseyeEvaluation Difference

#1. Highly Intuitive Visual Interface as opposed to “Forms Online”

vs. The CompetitionBullseyeEvaluation makes it easy for organizations to tHRive.

Improves employee engagement through rapid and comprehensive feedback on the critical metrics that affect corporate performance.

Visual social tool to facilitate frequent feedback/reviews, job management & self-service career management .

Minutes to complete an employee performance review. “Two Clicks to Paradise” including all features, dashboards, and reports. KPI Dashboards connect corporate objectives to employee performance.

#2. Work Communications and Employee Engagement Tools. S i l C t P f M t F t Social Corporate Performance Management Features. Pre-configured industry solutions. High User Adoption & Utilization Rates via engagement tools.

#3. Content rich solution includes strategic HR products on-demand as needed:

- Assessments- Communications- Compensation

- Salary- Succession - Surveys

- Onboarding - Recruiting - Training

CONFIDENTIAL AND PROPRIETARY INFORMATION

- Competencies- Leadership- Learning

Page 10: Webinar Corporate Social Performance Management For Driving Employee Engagement

Did you know that 1 in 3 employees is disengaged?

Talent leaves an organization when the organization is poorly managed and uninspiring.

“Engagement is a catalyst but not th l Y tthe only answer. You must harmonize your team by driving alignment and engagement.” - Rudy Karsan in “WE”

Bullseye is a gateway beyond employee

www.BullseyeEvaluation.com

Bullseye is a gateway beyond employee engagement and performance management to human capital management and work management.

CONFIDENTIAL AND PROPRIETARY INFORMATION

Page 11: Webinar Corporate Social Performance Management For Driving Employee Engagement

Corporate Performance Management

• Replace manual, error-prone ti

• KPI Dashboards improve reporting. service delivery., customer

service KPIs, and open revenue opportunities.

>What gets measured gets improved.

Page 12: Webinar Corporate Social Performance Management For Driving Employee Engagement

Talent Quiz Results

%% %%Talent Quiz QuestionTalent Quiz Question %%"Yes""Yes"

%%"No""No"

11Is it clear what business goals must be achieved by your Is it clear what business goals must be achieved by your 81%81% 1919

11organization?organization? 81%81% %%

22Do you know what customer needs must be delivered by your Do you know what customer needs must be delivered by your

i i ?i i ? 74%74% 2626organization?organization? 74%74% %%

33Can you describe the specific talent results your organization Can you describe the specific talent results your organization is trying to achieve?is trying to achieve? 7%7% 9393

%%is trying to achieve?is trying to achieve? 7%7% %%

Page 13: Webinar Corporate Social Performance Management For Driving Employee Engagement

TALENT RESULTS

Engage the talent you have to perform atEngage the talent you have to perform at your highest levels

Build the talent you need to execute your operating plansBuild the talent you need to execute your operating plans

Leverage the talent within the organization to put the best people on the biggest opportunitiespeople on the biggest opportunities

Retain the talent you need to support your business strategystrategy

Attract the talent required to prosper long-term