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Presentation at Teneo's HR Core Lab in Barcelona - Social Performance Management
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@JonIngham
Social Performance Management
Jon Ingham, Strategic HCM
• Insight based HR / OD consultant, focusing on accumulating human and social capital
• Former International HR Director for Ernst & Young
• Will blog on these two days at http://strategic-hcm.blogspot.com
Not intuitive!
Source: Jon Ingham, Strategic Human Capital Management, 2006
Source: http://teneoblog.com/2013/12/17/bt-operate-case-study- performance-management/
Source: Julian Birkinshaw, LBS
• Outcomes vs Activities
• Best practice to Best fit
• All Change!
• Social Media (Activities 2.0)
A Few Bits of Background
Outcome vs Activities
Outcomes Business Impacts Activities
“I wanted to define the roles of HR as outcomes more than activities. I saw a lot of work in HR focused on activities (number of hours of training a leader receives; whether a firm is using 360 degree feedback; if it implements performance based pay or competence based hiring). I wanted to shift the focus to outcomes of the activities.” – Dave Ulrich
• Human capital – Talent, capability – Engagement – Diversity – Quality of leadership
• Organisation capital
– Alignment and effectiveness of processes, networks and structures
• Social capital
– Connections – Relationships – Conversations
Best Practices to Best Fit
Source: Jon Ingham, Strategic Human Capital Management, 2006
- Peter Reilly
Source: Gary Hamel, The Future of Management, 2007
All Change!
"Management 2.0 is going to look a lot like Web 2.0: • Everyone has a voice • It’s easy and cheap to experiment • Capability counts for more than credentials and titles • Commitment is voluntary • Power is granted from below • Authority is fluid and contingent on value-added • The only hierarchies are "natural" hierarchies • Communities are self-defining • Individuals are richly empowered with information • Just about everything is decentralized • Ideas compete on an equal footing • It's easy for buyers and sellers to find each other • Resources are free to follow opportunities • Decisions are peer-based.” - Gary Hamel
Source: Edelman
Social Media
• Activities / Technologies
• Outcomes: Human to Social Capital
• Anchoring in the Culture
‘Social’ as a Solution
Activities / Technologies
Source: Real Story Group
Outcomes
Activities
Group Social HR
Social Capital
Human to Social Capital
Outcomes
Activities
Individual Individual HR
Human Capital
Group Social HR
Social Capital
Human to Social Capital
Zappos: Holocracy
• Post it notes on the team (+ > -) • Stuck up on flips – 6-8 team competencies • Pairs feedback on team and discuss
• Post it notes on other individuals (+ > -) • Stuck on flips – individuals • Individuals feedback on themselves (they own disclosure)
Ernst & Young: Team Debriefs
Anchoring in the Culture
Easier Harder
Feedback
Individual Performance
Individual Performance Management Coaching
Innovation
Customer Focus
Social Performance
Recognition
• Team discuss team members’ performance eg sharing objectives and checking for duplication and overlap
• Team debriefs
• Team distribution of rewards?
Improving Individual PM
1: • Social PM generates social capital • Social capital is the core of the culture • So… social PM is part of the culture
2: • Because people are talking about performance • Makes performance part of the culture • More intuitive / natural • Focus more likely to be retained
Social PM in the Culture
Plus: • And develops social capital (> human capital) • And develops human capital, often more effectively than individual PM
• And leads to transformational solutions (all change!)
• And points to use of social media tools • Using PLM factor!
Social PM
strategic-hcm.blogspot.com
blog.social-advantage.com
linkedin.com/in/joningham
twitter.com/joningham
strategic-hcm
For More Information