Executive Overviews
Performance Appraisal Executive Overview
The Performance Appraisal Executive Overview is a presentation by Dick Grote to a team of top executives and key line and staff managers from an organization that is concerned about the importance of developing and maintaining a best-practice performance appraisal system.
The Executive Overview provides complete information about performance management and how America’s most admired companies are using it. It describes the experiences of organizations that have adopted a better approach and the strategic business outcomes it has produced for them. The Ex¬ecutive Overview gives your organization all of the information you need to decide whether creating a new performance management system is right for you. If appropriate, the Executive Overview also describes various implementation alternatives and helps you design the most effective implementation strategy.
Finally, the Executive Overview builds the support and commitment of the organization’s sen¬ior management team necessary to make performance management a smashing success.
Some of the issues Dick typically covers in the Executive Overview include:
- What a world-class performance appraisal system looks like, and how it differs from the procedures used by ordinary companies.
- What the specific elements of a best-practice system are — and how they compare with your organization’s current practices.
- How an effective performance appraisal system assures the execution of your organization’s strategic plan and reinforces its core competencies and values.
- Current “hot topics” in performance management, including:
- Competency development procedures
- Forced ranking / forced distribution
- Rater reliability / calibration procedures
- Effective approaches for dealing with marginal performers
- What the best features and most questionable areas of the organization’s current performance appraisal forms and practices are.
- Immediate changes the organization can make which will increase the effectiveness of the existing performance appraisal system.
- Ways in which to build both middle management and executive-level support for effective performance management.
- The process that would be involved in creating a new, world-class performance appraisal system, including:
- The implementation decisions and the issues that must be resolved.Training and communication requirements.
- How to gain management, supervisory and employee understanding, acceptance and support.
- The impact of performance management on corporate culture and employee relations.
- Direct and indirect implementation costs.
- The benefits that a new performance appraisal system might provide management, employees, supervisors, the HR function, and your organization as a whole.
- Top management’s responsibilities for assuring performance management success.
You can find out more about the Performance Appraisal Executive Overview on the Grote Consulting website.
Performance Improvement Executive Overview
The Discipline Without Punishment® Executive Overview is a presentation by Dick Grote to the executive team and key line and HR managers of an organization who are considering the possibility of implementing the Discipline Without Punishment performance improvement system.The Executive Overview provides complete information about Discipline Without Punishment. It describes the experiences of organizations that have adopted it and the strategic business outcomes it has produced for them. The Executive Overview gives organizations all the information needed to decide whether adopting Discipline Without Punishment is right for them. The Executive Overview also describes various implementation alternatives for designing the most effective implementation strategy.Finally, the Executive Overview builds the support and commitment of the organization’s senior management team to assure a totally successful implementation.
Some of the issues Dick typically covers in the Executive Overview include:
- The history of the Discipline Without Punishment performance improvement system and the types of organizations that have adopted the approach.
- Why Discipline Without Punishment works and the detailed operational mechanics.
- The benefits Discipline Without Punishment provides management, employees, supervisors, the HR function, and the organization as a whole.
- The key administrative elements of Discipline Without Punishment and how they compare with your organization’s current practices.
- The implementation decisions and the issues that must be resolved.
- Training and communication requirements.
- Ways to gain management, supervisory and employee understanding, acceptance and support.
- The impact that Discipline Without Punishment will have on corporate culture and employee relations.
- Direct and indirect implementation costs.
You can find out more about the Performance Improvement Executive Overview on the Grote Consulting website.
Talent Management Executive Overview
The Forced Ranking Executive Overview is a senior management presentation by Dick Grote, one of America’s best-known consultants who has helped large numbers of household-name companies create forced ranking systems that work. Dick Grote is the author of the new book, Forced Ranking: Making Performance Management Work, published by the Harvard Business School Press.In this stimulating and thought-provoking session, Grote will explain exactly how a forced ranking system operates. He will tell you how it can be an important adjunct to your company’s conventional performance appraisal process. He will make clear how an organization can develop a forced ranking system that’s right for their culture (or the new culture they need to build).He will show you how to avoid legal challenges and help you decide whether your company should consider adopting this controversial procedure. The Executive Overview provides complete information about forced ranking. It describes
the experiences of organizations that have adopted the approach and the strategic business outcomes it has produced for them.The Executive Overview gives your organization all the information you need to decide whether implementing a forced ranking process is right for you. The Executive Overview also describes various implementation alternatives and helps you design the most effective implementation strategy.
Some of the issues Dick typically covers in the Executive Overview include:
- The details about various approaches to forced ranking and the experience of organizations that have adopted the approach.
- A “behind-the-scenes” look at how forced ranking works — and the detailed operational mechanics required for success.
- The differences between a formal forced ranking process and the “forced distribution” of performance appraisal ratings.
- How to use “rater reliability” or calibration sessions to assure the accuracy of performance appraisal assessments made by different managers
- The benefits that an effective forced ranking system can provide management, employees, the HR function, and the organization as a whole.
- The key administrative elements of an effective forced ranking process and how they complement your current talent management efforts.
- The implementation decisions and the issues that must be resolved.
- Training and communication requirements
- Methods to gain management, supervisory and employee understanding, acceptance and support.
- The impact of forced ranking on corporate culture and employee relations.
- How to minimize the potential negative consequences of implementing a forced ranking procedure.
You can find out more about the Talent Management Executive Overview on the Grote Consulting website.
