Describe a process in your current workplace that can be improved.

Answer the question: Describe a process in your current workplace that can be improved upon. What changes would you implement to make the process more efficient?

I am an Human Resources Leader, in a big Tobacco Company that are trying to change from being a cigarrete production to a smoke free products, with nicotine but not combustion, so I want to focus my essay in the need of create a Performance and talent management strategy for the organization that suppor this big change that we are facing… I have the idea but I need to put this in One page essay for my Master degree to answer the question: Describe a process in your current workplace that can be improved upon. What changes would you implement to make the process more efficient?

Some Data:
We all know that
performance managemet thas been one of these long awaited changes in the organization
and the reason for that is because it’s one of those key processes and
practices in the organization that will be truly key enablers of our
transformation, performance management now has an important role to drive a
cultural transformation for our organization is an enabler to ensure that we’re
driving a high performing organization.
A complete
performance process will help us to enable the new ways of working as we start to
move completely into a project based organization and as we work in a virtual
setup via smart work, we need to make sure that employees and line managers are
properly set up to have the right engagement, to have the regular follow up an
alignment on priorities and to ensure that throughout the performance there is
very concrete feedback and communication loops that are happening between them.
In addition to
that, it is clear that we have collected throught this project a significant
level of pain point sthat today employees are facing very specifically, we have
a few of them that we are trying to address through this approach ,and the
overarching element that we’re trying to address is this sense of overall
objectivity perceived by employees today, we know that as we work more and more
in project based organizations the need for ongoing feedback for ongoing discussions
around development, ongoing discussions around priorities, and making sure that
the HOW is truly taken in count in the process of what good performance looks
like is absolutely essential for success.
What is a good
performance management process?
What we know is
that performance management is much more than a year and appraisal or assigning
a rating at the end of the year. It should be a much more holistic and
comprehensive way of management throught the year. It actually starts with
properly setting objectives at the beginning of the year and properly setting
expectations for employees around what good performance will look like in the
future.
The next step is
to ensure that we continue throughout the year in holding frequent
developmentally and feedback conversations between line Manager, an employee
and that leads up to a much more robust, fact driven year end assessment that
will be properly linked to rewards.
The most
important change for performance management, moving on is that rather than
being a backward looking approach, it should be an approach that should build the
future and create value for the employee and for the organization.
We as Andean
Cluster have started this year with this path, we had
Feedback Sessions in
January, June, & October and we will have End Year Conversations between
employees and Line Managers during December and January, we are already working
in generate the muscle and the behavior in the employees.
What we have done
is we started to take the first step, which is understand that in order to
deliver this holistic management approach, there is a significant prerequisite
around building the right capabilities and building the right mindset in order to make this
approach a reality. This capabilities and mindset will take more than a year to
build, but we should always be focused around the fact that this soft skill is the
most important one that we will need to build to be successful.
So when we talk
about capabilities for objective setting, we need to make sure that employees
in line managers are able to set smart and stretching objectives for both the What
and the how. We also want to make sure that the organization understands what
the leadership behaviors are and how this is our enabler for all the process.
Bringing in this
agility of reviewing objectives as necessary to ensure that the priorities are kept
up-to-date. Beyond that, employees need to be able to ask for and to provide
balanced feedback, and this is capability , as we know, we will need to build
further in the organization. It is also about taking the proactivity to collect
in a disciplined manner the feedback employees need to own this activity as
well.
About managers
being able to have open an honest conversations and beyond, managers, peers and
subordinates and important stakeholders need to be able to provide this feedback
on an ongoing basis. And finally, the element of holding developmentally
conversations will be the key, In order to add this value moving forward and
for an employee to have absolute understanding of what he or she needs to be
successful in the future.
And as we move
into what capabilities we need to build for the year end assessment, it is
about properly assessing and calibrating performance against what and how,
which is again and you know that we’re bringing in a formalized way in this new
performance management approach and it’s about managers having the courage to
properly differentiate performance, which is one of the most critical elements
that will bring value so that employees that have really stepped up can be
properly rewarded and also the ones that need improvement can also be appointed
out to what needs to be improved and how can they do it.
So I wan to
implement a complete Performance process for the employees around the world

I want to have objectives
aligned to the company strategy
In
Feedback, work with specific leadership objectives that will clearly assign the
necessary expectations to employees around what is expected from them to
deliver on the How .
Something
with
• Providing personalized and timely
feedback as well as meaningful conversation about their future and development
opportunities.
• Build a transparent and timely
communication dynamic with our employees.
• Become a Role Model by asking for
frequent feedback about my leadership and how I can improve as a leader.

Also have
quarterly cadence meetings between employee and line manager these quarterly conversations
to provide feedback and review the objectives employee an line manager will have more sources
of data to disclose in each of these quarterly meetings,

And aligned
this process with the final results of each employee during the year linked to
the rewards and recognition program. How we will measure in the right way this.
For that we need to work closely with the People Managers and employees to training them for this assessment process.
We need to change
what we have today. This process will be supported by a change framework that will be our
enabler to deliver on a right way this process. This Change Approach will help us to develop an integrated plan of
initiatives which support teams and individuals through change.
Each
stage of the change will have a small number of tools and activities which you
and your teams can use to move through the various stages of change.
In the stage
of planning we will define the things we
will work during the year, Align our critical stakeholders, create our change
and deployment ecosystem and teams.

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