Strategy performance management 20190904 a

1. Copyright © 2011 Bersin & Associates. All rights reserved. Page 1
The Performance
Management
Framework
Bersin & Associates “at-a-glance” view
of how PM fits together

2. Copyright © 2011 Bersin & Associates. All rights reserved. Page 2
The Performance Management Framework
Bersin & Associates “at-a-glance” view of how PM fits together
Multi-level Structure
Key Messages
Ongoing Performance Activities
Performance Appraisal
Organization&Governance
Technology&Infrastructure
Structures&Roles|Governance|Communication|
Tools&Resources
PMSystem|TMSystemIntegration|
KnowledgeSharing&Collaboration|Metrics&Analysis
Performance Management Strategy
Purpose of PM | PM Philosophy | PM Alignment to Strategy and Culture |
Level of Senior Leader Ownership | PM Sustainability | Talent Management Integration
Performance Management Outcomes
Focus on Driving Business Results | Empowered and Engaged Workforce | Foundational Knowledge of Talent
Audience
Executives | Managers | Professionals | Hourly | Organized Labor | Contingent | Critical Talent Segments
HOW
Quarterly, Semi-Annual and/or Annual Reviews | Multi-Rater Feedback | Self-
Assessment | Manager Assessment | Distributions and Rankings |
Performance Calibration | Performance Improvement Plans
WHAT
Competencies/Behaviors | Goals |
Job Responsibilities | Capabilities |
Promotion Readiness
Goal Setting
& Revising
Managing &
Coaching
Recognizing &
Rewarding
Development
Planning
Compensation Reviews |
Financial Rewards | Non-
Financial Rewards |
Recognition Strategies &
Programs
Individual Development
Plans | Development
Opportunities | Career
Management
Work Plans | Management
Responsibilities |
Feedback | Coaching
Executive Goal Setting
| Goal Cascading &
Alignment | Employee
Goal Setting | Goal
Revision

3. Copyright © 2011 Bersin & Associates. All rights reserved. Page 3
The Three Keys
By doing each of these regularly, the organization can give feedback and
manage performance 365 days per year
Goal Setting
& Revising
Coaching
Recognition
& Rewards
Continuously updated
and revised from teammates,
peers, managers, and execs.
Continuously received and given
in small chunks so people are
regularly gaining feedback and
improvement.
Continuously given in a form that
is fun, valuable to the employee,
and comes from peers, team
members, and managers

4. Copyright © 2011 Bersin & Associates. All rights reserved. Page 4
Reference
 Bersin & Associates “at-a-glance” view of how PM fits
together