Welcome to Managing Employee Performance. My name is Larry Bourgerie and I will be your facilitator for this program and I'm excited to be here and present you the concepts of performance management. What is performance management and the series all about? Some of you may have gone through the first module, Preparing to Manage Human Resources, where we looked at the history, policies to procedures, and got a little background on HR as a whole. Some of you may have continued on to the Recruiting, Hiring, and Onboarding section, in which you would have learned about the importance of getting the best people and then getting them onboarded, so they're off to a great start in their careers. We're going to talk about managing employee performance, which is once they're on board how do we keep them motivated and happy and growing? That's the key thing for this module. Hopefully, you'll go on to the employee compensation model where you'll learn about rewarding people and motivating them. If you take the entire program, you'll also have the opportunity to do a human resource management capstone, HR for people managers. So I hope you enjoy this one, but I also hope that you consider taking the whole program to be more effective as a people manager. So, some of you can check off your list, I've taken Managing Human Resources, I've taken Recruiting, Hiring, and Onboarding, and your ready to go on the journey. So I've hired and onboarded great people, now what do I do? That's the question you might have asked in this module. You might've asked yourself too I haven't taken the other courses in this specialization yet, can I take this one by itself? Of course you can. The way these are designed is you can take each course individually, but again I would encourage you to think about taking the whole program for a number of reasons. HR tends to be a system. Let me give you an example of what I mean. You might have seen People Manager Value Proposition before, let me walk through this and give you a sense of HR as a whole. It starts with the organizations looking at their objectives, the needs, and the values of the organization. We then look at, what do our people need to accomplish this, this is where HR starts to come into the equation. We also then look at our HR strategy, how do we achieve the goals of the organization through employee performance, you can see the link there. This leads us to ask several questions and answer these questions. Who and how do we attract and retain? We will answer those questions in these programs. It'll ask us how do we manage performance? We'll directly answer that here. And then finally, it'll ask us how do we motivate and reward people based on the organizational goals? So, this is a system. So while it's fine to just know how to manage people, if you don't have the attraction and motivational reward, you might be missing something. So, what are we going to cover in this class? Throughout the program, we will often have a slide like this that shows you what you can expect from the class. So, after this intro video, you should be able to, 1, understand the topic and goals of this course, as well as the place of this course in the Human Resources for People Managers Coursera specialization. You'll be able to define performance management, and you'll be able to identify some of the challenges and benefits of building a strong performance management system. So, let's get started. What to expect, overall content. I like to put it in two parts. I first want to talk about the mindset. What kind of mindset do I have to be in to think about performance management, some of the big picture stuff. One is we'll look at relationships of HR strategy to corporate strategy. We'll also look at the importance of a development mindset. By this I mean, in performance management sometimes we think it's about paperwork and reviews and such, it's about developing people. So you're going to hear me say that a lot throughout the course. It's also about the relationship of performance to the bottom line. It's not enough just to develop my people I need to be doing it to help the bottom line and the organization grow financially. Understanding performance management is a process, not an event. We'll talk about this in more detail in the upcoming module. And also, importance of culture as it relates to performance. You can have the best systems in the world, but if you have the culture that does not support that it will be less effective, and it's a problem with many organizations who don't have the right culture. We'll also talk about that in a later module. Also, in addition, I'm going to give you a tool set to think about. We're going to talk about how do you set clear expectations. This is an extremely important part of performance management. We're going to look at providing positive and corrective feedback. Feedback is the breakfast of champions and this is a key tool that you need to manage performance. We're going to look at methods for measuring and rating performance. There's a number of them and you'll get to choose what best fits your organization. We'll look at how to deliver an effective performance review. Obviously you know a little bit about those, you may have had one yourself. And lastly some tips for developing development plans, these are really important to help people grow. You next might ask the definition, I had that in one my objectives. Process by which organizations align their resources, systems, and employees through strategic objectives and priorities. Obviously, that's a lot of words on there, and they're all good words, we're going to cover a lot of that. But for today, I want you to think about a simpler one. We manage people so they develop and grow. That is the key. We want to develop and grow, we want to contribute to the bottom line, but your job as a manager, the key thing that you should be thinking about day in, day out, is how am I develop and growing my people? So, you might ask yourself, can I really develop people? Can I really grow people? Don't they need to develop themselves? Don't they grow themselves? It's a great question and there are some barriers. Let's look at these barriers. Systems are a barrier. Many organizations have ineffective and poor design and this causes many, many problems. Let me give you a few examples. Perception, most people think it's a cumbersome, bureaucratic, time consuming process, and many times it is. Managers often are not properly trained and skilled, this is a key problem. Most people shy away from things they're not good at, and if I'm not good at performance management, I may shy away. So train your people properly. 30% say their systems improve performance. So, I'm no math major, but it says 70% of the people aren't happy with their system as far as actually improving performance, which is one of the key goals. 40% report clear performance feedback goals and honest feedback, that means 60% are probably not getting goals and feedback. That is a problem in organizations. On the personal side, it's very uncomfortable for many. It's highly personal, we're talking about your behaviors, talking about you sometimes as a person. We'll be lucky to get feedback, managers don't like to be candid, it's not fun. Threatening or intimidating to both. This is one where I'm going to be judging somebody and I don't want to sit in judgement of you and I don't want to be judged, so it's very difficult. And it can lead to avoidance and aversion, so people just don't want to do this. So, my hope for you is, don't consider it an evil. And I want you to be such a good people manager at the end of this and manage performance that your people will not think it's an evil, and they will want to spend more time in the feedback process, because they're getting a benefit out of it. So, purposes, just a couple of purpose I wannna share with you. We talked about hiring the best people, now, we're talking about developing them. As we develop our people, they will grow and the organization will grow. As the organization grows, revenue, profits, and return on investment. So you can see it's important to develop people, but it's also important to increase the effectiveness of the organization and the bottom line. I want to say a word about rewards. This class is not about rewarding, it's about developing. However, rewards are a part of the overall employee process, and you'll learn more about that rewards and motivation in the fourth module. So another thing I want you to think about, ongoing process. You want to identify, measure, assess your people, and continually develop them around and around and around and you want to develop their talents, skills and performance. That is a crucial part of what we will talk about in this course. So, I've convinced him. He's in, he's going to the class. I've convinced her, she's going too. I was so persuasive he's taking all of his friends. So my question for you, are you in? Do you want to go on this performance management journey? I hope you are and I hope you'll join me as we do the next sessions and continue throughout the course. And I look forward to seeing everybody then.
