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Plato had it right --
"you get the behavior you reward." That's why whenever
organizations implement a significant change they also need to consider how performance standards
and performance management and rewards programs
may also have to be modified
to reflect new expectations and encourage and promote new ways of
working.
Organizations that fail to
perform this assessment and make the appropriate adjustments typically find
that change does not yield the results the organization had hoped for --
and really needs!
To ensure an organization
has the performance management strategy and tools it needs to support and promote
desired
change, CSG:
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1.
Helps organizations determine their
new performance management needs by: |
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Reviewing
the organization's current performance management program.
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Identifying
all functions/jobs (existing and new) required for the
organization to perform successfully in its new work environment
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Assessing
current and desired performance standards by function and job.
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Identifying
(by function and job) all new skills, attitudes, and behaviors required
for the change to be successful.
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2.
Helps organizations develop
new strategies,
programs, and/or tools by: |
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Creating
job descriptions and roles and responsibilities for all
new positions.
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Modifying job
descriptions and roles and responsibilities for all
existing positions.
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Creating
assessment standards for all new positions and modifying standards
for existing ones.
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Developing
an appropriate performance management system (including strategy, procedures, tools, etc.) if
an organization does
not have one.
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3.
Helps organizations evaluate
the effectiveness of their new performance management system by: |
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Gathering
relevant data and information on the efficacy of the Performance
Management program.
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Analyzing
the data and information in order to develop an initial set of recommendations.
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Conducting
focus group sessions with selected personnel in order to confirm
findings and finalize and prioritize recommendations.
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