1. Khorus Talent Management Training

2. Success today looks like
Discuss talent management best practices
Review the Khorus Talent Management process flow
Watch a live demo of the Khorus Talent Management module

3. Agenda Talent Management Research Discussion
Khorus Talent Module Process Flow
Khorus Talent Module Live Demo
Next steps to Use Khorus Talent
Resources Available

4. Align, Engage and Develop your most valuable resource, your employees!
Khorus
Khorus is an Organizational Leadership Platform that helps your CEO and Leadership Team drive organizational performance
Align, Engage and Develop your most valuable resource, your employees!
Methodology + Software

5. Performance Management Research and Best Practices

6. What is Performance Management?
Employee performance management is a set of management practices that:
Establish measurable goals and objectives for employees;
Assess attainment of such objectives; and,
Use this information to improve performance through coaching, development and other means (including compensation).
Most importantly, performance management is management!
Bersin by Deloitte

7. The Performance Management Challenge
Today’s performance management systems are causing problems with employee engagement and retention.
Performance management tools are far too complex, time-consuming and administrative for today’s workforce and speed.
Supervisor coaching and feedback must become part of the process.
Bersin by Deloitte

8. Performance Management Research
90% of HR heads feel their performance management systems yield inaccurate information.
Corporate Executive Board
54% of employees feel performance evaluations do not reflect their performance.
Modern Survey

9. Performance Management Research
Cascading goals is a critically important feature of effective performance management in organizations which need to operate in a highly interdependent way and who share a common purpose.
Center for effective organizations
Research clearly shows that pay discussions need to take place after and separately from feedback about performance and discussions about training and development.
Center for effective organizations

10. Khorus Talent Management
Help people understand the big picture on how an employee’s day-to-day work contributes to the organization’s mission.
Establish expectations, so employees know what success looks like for them.
Provide rich, constructive feedback on how employees can improve performance going forward.
Talk about key behaviors employees demonstrate and the positive or negative impact of those behaviors.
Provide key experiences to develop employees.
Khorus

11. Khorus Talent
Process Overview

12. The Khorus Talent Workflow1 4
Employee Appraisals Due
Employees Complete Appraisals
On the 1st day of every new quarter, Managers in Khorus will get a reminder on their home page that employee appraisals for the previous quarter are due.
Employees have the opportunity to comment on their Manager’s appraisals and then digitally sign the appraisal. 5
Manager Signs Appraisal
Once the Employee signs their appraisal the Manager signs the appraisal to permanently save the info. 2
Talent Compliance Summary
Managers can monitor the status of their appraisals of their direct reports and their extended organization’s appraisals from the Khorus Talent module. 6
Talent Dashboard
A Manager can view a summary of their organizations Performance/Potential appraisals from the Khorus Talent Dashboard to identify actions to be taken. 3
Managers Complete Appraisals
Managers perform appraisals for their direct reports while viewing their employees’ goals.
Managers then rate their direct reports on the Performance/Potential scales. These ratings are not visible to the employees but are visible up the management chain.
The Khorus Talent Dashboard

13. Performance Appraisals That Work
Khorus Home Page
Reminders on Khorus Home Page denote that the Employee Appraisal period is open and when appraisals are due.
Click on the GO TO APPRAISALS
link to go to the Appraisal Compliance page.

14. Performance Appraisals That Work
Appraisal data and appraisals from previous quarters can be viewed by selecting quarters.
Top section of the Khorus Appraisal Compliance Page shows the appraisals
status for Manager’s
entire organization and just their direct reports.
Appraisal Compliance Page
Middle section shows the appraisals status for the Managers reporting to the Manager. reminders can be sent from here.
Bottom section shows the appraisal status for each individual contributor reporting to the Manager.
Appraisals can be started or viewed from this page.

15. Performance Appraisals That Work
Section 1/3 of Employee Appraisal
There are three main sections of the Khorus Employee Appraisal form.
Info on Employee being appraised and appraisal period
Employee’s goal status for the previous period are displayed for reference.
Best practice:
Appraisals should be based on the same goals used to
run the company.

16. Performance Appraisals That Work
An open, unlimited text field is where Managers provide feedback to Employee on performance to goals.
Best practice:
Every Manager should take the time to provide coaching to employee on strengths to leverage, opportunities to improve, and personal development ideas.
Section 2/3 of Employee Appraisal

17. Performance Appraisals That Work
Section 3/3 of Employee Appraisal
Based on the GE 9-box concept, each Employee is rated by his/her Manager on two attributes; Performance and Potential
This ratings information is not visible to the Employee and can only be seen by the Manager and his/her management chain.
The content for each rating can be customized if necessary to align with the company’s values and culture.

18. Performance Appraisals That Work
Completed Employee Appraisal
After the Manager’s appraisal is completed, it is submitted to the Employee for their comments.
The Employee digitally signs the appraisal.
Manager finishes the appraisal with his/her digital signature. The appraisal is then permanently saved with the comments, ratings and final goal status.

19. Performance Appraisals That Work
Appraisal data can be filtered based on appraisal status and whether employees are direct reports or Manager’s entire organization.
Khorus Talent Dashboard
The Khorus Talent Dashboard provides an overview of the organization’s employee Performance/Potential ratings based on their Manager’s input.
Click on one of the circles and the appropriate Employees are listed on the right.
Appraisal data and appraisals from previous quarters can be viewed by selecting quarters.

20. Performance Appraisals That Work
Best Practices for Appraisals:
Appraise employees regularly; timely feedback is essential to both company performance and employee development. Khorus recommends a formal appraisal every 90 days, informal discussions more often.
Employee appraisals should be based on the same goals used to run the company.
Every Manager should take the time to provide coaching to Employee on strengths t o leverage, opportunities to improve, and personal development ideas. It’s a great idea to give the Employee feedback about their behaviors that support or contradict company values.
Verbally discuss appraisals with Employees rather than just enter and submit. Appraisals are not just the perfect coaching opportunity they are an excellent time to discuss changes to goal setting for future periods.
Research clearly shows that compensation discussions need to take place separate from feedback about performance and discussions about training and development.

21. Starting Khorus

22. Current state and goals
Discuss what performance management processes your company has used in the past
Discuss what your company is trying to achieve with Khorus Talent
Discuss any challenges you might anticipate in rolling out Khorus Talent and how we can best to address them

23. Next Steps Khorus will enable the Talent Module for your company.
Have an executive send an to all employees about the new talent management process.
Provide all managers with your company’s expectations for how to provide employee appraisals.
Based on company’s HR policy
Communicate the talent management schedule to all Managers.
Appraisals are late 21 days into new quarter
Monitor the talent management compliance metrics weekly in Khorus.
Goal: 100% appraisal completion by day 21
Review the Khorus Talent Dashboard to determine employee groups needing special attention.
Send reminders within Khorus

24. Resources Your Khorus Implementation Owner Reading
Talent Management That Works; A People-Centric Approach to Talent
Khorus Help menu
How to videos
Step-by-step instructions
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25. Communicating Performance Management Policy

26. What is Performance Management?
Performance management is a set of management practices that:
Establish measurable goals for all employees;
Communicate company values to all employees;
Assess attainment of such goals and demonstration of values; and,
Use this information to improve performance through coaching, development and recognition.
Most importantly, performance management is management!

27. Our Commitment to all Employees?
We encourage all employees to live by the company values.
We clearly set and communicate expectations for company, team and individual performance.
We provide honest, constructive feedback to enable employees to continuously learn and develop as a member of our team.
The objective of our performance management process is not be to make everyone happy; it is to inform and motivate everyone.

28. E X A M P L E S Our Company Values? We listen, we care, we serve.
We do what we say we’ll do.
We practice open, real communication.
We face challenges with optimism.
We check our egos at the door.
We believe in people and their dreams.
We are committed to investing in and bringing out the best of our employees.
E X A M P L E S

29. Quarterly Reviews
We are using the Khorus platform to consistently provide regular, quarterly performance reviews between every employees and their manager.
All performance reviews in Khorus are confidential between the employee and his/her upward management chain.
We encourage more frequent informal coaching discussions outside of Khorus.
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30. Required Review Topics
Reviews center on the past quarter’s performance.
Comments on the employee’s performance to goals; Did they achieve the goal as defined? Were the goals set appropriately?
Comments on the employee’s ability to predict the outcome of their goals throughout the quarter.
Comments on the employee’s support for and demonstration of the company values.
Comments on employee’s strengths to nuture and opportunities for development.
Optional: Comments on potential goals for future quarters.
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31. Inappropriate Review Topics
The purpose of quarterly Khorus reviews is to provide feedback on past performance and coach for future development. We have no tolerance for:
Comments that violate any HR policy
Comments that are discriminatory; sex, age, religion, etc.
Comments that are general, unsubstantiated, or unactionable
Comments on promotion or firing or salary
Comments on personnel issues
Comments solely intended to be humorous
Comments that berate or browbeat
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32. Quarterly Review Process
On the 1st day of the quarter, all managers will receive a notification that employee performance reviews should be started.
All performance reviews are due by the 21st day of the quarter.
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33. Quarterly Review Process
Step 1: Manager starts the review
Review employee’s goal performance
Provide coaching commentary
Rate each employee on performance and potential
Step 2: Employee adds comments
Response to manager’s commentary
Additional information to reflect on the quarter
Step 3: Employee digitally signs the review by typing name
Step 4: Manager digitally signs the review to save.
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35. More Performance Management Research
In a public survey Deloitte conducted recently, more than half the executives questioned (58%) believe that their current performance management approach drives neither employee engagement nor high performance. They, and we, are in need of something nimbler, real-time, and more individualized—something squarely focused on fueling performance in the future rather than assessing it in the past.
High-performance, high-engagement organizations have managers who:
Make expectations clear.
Help find solutions to problems.
Play to employees’ strengths.
Discuss strengths and development needs.
Not surprisingly, the Saba/WorkplaceTrends.com research also highlighted that only 55 percent of employees feel as though performance management appraisals are effective for employees to develop themselves and their abilities at work. (Of course, that is 55 percent of employees who have a performance management process in the first place) The Global Workforce Leadership Survey 2012

36. More Performance Management Research
Cascading goals down can be very time consuming, but it is a critically important feature of effective performance management in organizations which need to operate in a highly interdependent way and who share a common purpose.
Research clearly shows that pay discussions need to take place after and separately from feedback about performance and discussions about training and development. When discussions of performance are combined with discussions of pay, individuals walk away with only a memory and understanding of the pay decision. They do not process issues about development, and do not remember nor feel committed to the development and the growth activities that were discussed.
One final point: the objective of a performance management system should not be to make everyone happy; it should be to motivate and inform everyone.
Forbes; April 2015