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Delivering Best Practices

Performance Management

SUCCESSFACTORS / WHITEPAPER DELIVERING BEST PRACTICES

Performance Management Best Practices

The Challenges of Deploying Performance Management

Deploying a performance management system is a powerful catalyst for increasing employee and organizational performance. If not handled properly, however, organizations risk creating unnecessary administrative work which can diminish some of the benefits. A key challenge is to balance the tension between creating a fair and consistent evaluation process across the organization and measuring employee performance based on individual needs. What best practices should you follow to help strike the right balance? How have other leading organizations designed effective review forms and processes? Our Performance Management Expertise SuccessFactors industry-leading Professional Services team leverages its deep HR and performance management domain expertise to help you build a tailored solution. We have helped customers of all sizes and across industries get the most out of their performance management solution by implementing proven best practices. Our customers have benefited in many ways. Business Process First Many customers are excited to see how they can leverage the feature-rich capabilities of our product and immediately want to discuss configuration options. However, its important to step back and identify what you want to accomplish first. Our team will help you: Define your performance management process based on requirements and business goals before discussing configuration options Identify success critieria and map it to business drivers such as delivering ease-of-use, providing organization-wide visibility, or improving employee performance Right Mix of Efficiency and Relevance Deploying performance management provides the opportunity to create a consistent review process that improves efficiency across the organization. However, organizations must reconcile the benefits of consistency with the need to meet individual departmental or line of business requirements. SuccessFactors has helped many customers strike the right balance by creating forms and workflow routings that leverage common elements yet afford different groups flexibility in areas they value most.

SUCCESSFACTORS / WHITEPAPER DELIVERING BEST PRACTICES

Tried and Tested Performance Review Form and Routing Design A key part of a performance management implementation is designing a performance review form that captures the information you need and is routed through an efficient workflow. We can share the best practices learned in working with customers of all sizes and complexity levels to create the right process: Review Forms We help you create meaningful rating scales, determine the appropriate number of competencies, and incorporate the most useful form sections such as one for employee development Workflow Routing We help you design a workflow that includes the appropriate routing steps and key approvers, regardless of your process complexity. We have have even configured project-based review cycles that involve multiple manager review

Day in the life of a Consultant

I worked on a project for a large, global financial services company with operations across very distinct lines of business (LOBs) ranging from retail to commercial investment banking. The customer sought to create a common performance review process for its 85,000+ users across its wide-ranging businesses. It was clear that creating a common process for such diverse roles as bank tellers and investment bankers would be challenging. To accomplish this requirement we partnered with the client to create a core process for the organization. After identifying the core process we identified a select group of configuration options each business could choose from. The configuration options for all LOBs were consolidated and the information was used to create a common set of performance review forms that could be leveraged across the organization. For example, one of the configuration options includes job competencies. The core process required the use of the companys corporate competency model but each business was able to decide on the format that best fit their needs. Some chose to rate at the competency level and others at the behavior level rolling up to an overall calculated competency rating. Ultimately, we were able to design a core and common process that delivered a company wide view of performance talent while remaining relevant to the specific needs of diverse business units.

David Verhaag
Enterprise Project Manager
10+ years HR experience 15 implementations 10+ industries Average customer size 10,000+ user

SUCCESSFACTORS / WHITEPAPER DELIVERING BEST PRACTICES

SuccessFactors Knows Performance Management

Our industry-leading Professional Services consultants are seasoned HCM professionals who understand your needs because they have lived in your shoes. Performance Management implementations leverage SuccessFactors proven and tested Empower Methodology to enable our customers and their employees to get up-andrunning in the shortest amount of time possible. The SuccessFactors Professional Services team helps companies of all shapes and sizes get the most out of Performance Management. FedEx, Gap, Inc., Gartner, Inc., Marriott Hotels, Kohls Department Stores, Orange, Salesforce.com, and Sun Microsystems are just a few of the leading companies where SuccessFactors has helped take Performance Management to the next level. Empower Methodology

Initiate: Establish the framework of a successful project Define: Design a solution and develop a detailed project approach Configure: Configure each solution to enable each customer to achieve their strategic business objectives Transition: Ensure a successful go live Deploy: Deliver a solution that will help each customer reach their corporate goals one employee at a time.

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