|
Managing
Performance, Development and Careers [FP18] |
| Developing
a Performance Management Programme |
|
Peter Wallum ,
Strategic People - improving business performance through the core
people ~ the HR elements required to deliver strategy ~
the features of Performance
Management ~ training/learning targets ~ link to pay.
A 7 Point Plan and Model A,
Model B and Model C. The next steps.
[T9 ~ 1992 ~ 7pps]
|
|
| Performance
Management - three options compared |
| Prudential
Financial Services - Person Centred Culture Change: Rosanne Cole, from
the Pru and Consultant McKee Partnership
The aim was to create a new business with a new culture
and an emphasis on creating value. How to get from the old to the new
culture ~ Top Team development ~ Performance Management ~ Development
Methods ~ Problems Encountered ~ the successes in a radical culture
change ~ review in line with business changes. |
|
New Japan Securities -
Competency Based Performance Management: Peter Woodward
and Chris Eves, Personnel Director of New Japan Securities.
Competency as "behavioural
dimensions and abilities that affect job performance" ~ identifying
training and development needs ~ goal setting ~ succession ~ selection ~
motivation ~ initial investigation ~ results ~ implementation ~ use
of "anchors" and open appraisal forms.
|
 |
|
General Accident UK Division
- Integrated Performance Management System: Brian Edwards ,Chief
Manager, Personnel.
Turning the old into the new
~ perception of HR ~ from an ‘Old System’ into the Future Vision of
a fully integrated performance management system.
The new Performance
Management System Cycle ~ Management Development infrastructure ~
components of an integrated system to assist Managers ~ the range of
Management Development Options ~ new grading structure.
[T20 ~ 1995 ~ 12pps] |
|
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to Publications |
