Selection A Critical Path to Performance Management by rbq38369


									                 Selection: A Critical Path to
                 Performance Management

Anna Scarlatou
Organization and Development Director
Emporiki Credicom
                        The Performance Management Cycle
      Corporate Strategic Planning            Implementation Management

Corporate Strategy                       Responsibilities assigned according to
Vision - Values                          competencies
Organizational Design & Architecture     Cross-functional Synergy
Human Resources Selection                Systems Support
Clear Roles Definitions                  Training & Development Plan
Budget                                   Commercial Support
Systems Coordination & Planning          Active & Participative Coaching
Training & Development Strategy          Continuous Needs Analysis
Goal Setting (individual and team)       Dynamic Positioning to Market Reactions
                                         Alternative Channels of Distribution
                                         Continuous Motivational Assessment
  Corporate Compensation & Benefits              Performance Evaluation

Corporate Awards & Promotions            Frequent Business Assessments
Role Models Identification               Follow-up mechanisms for all activities
Success Stories Internal Communication   Continuous Coaching
Salary Review                            Performance Management System
Compensation & Befits linked with        Business Evaluation
Performance                              Team Evaluation
Monetary & Non Monetary Benefits         Individual Performance Evaluation
Team Performance Awards                  Performance Quality Indicators
Performance Quality Management
In Training we design and develop methods,
Training programs, case studies, role plays, customized
solutions and full cycles to cover Training needs but,
Training is not the Magic Touch that will lead to excellent
Results and exceptional Performance Training

Who do we train is the appropriate question to ask!

Performance Excellence, or Excellence in Performance
Management will come only when the right people are
in the right place, and this takes us back to Selection,
Recruitment and Placement.

The first crucial step in Performance Management
is “who is hired to do what”!!!
           People exceed in Performance when they
                 really enjoy what they do.

Recruitment is the first step for Performance Excellence and if the right person
is in the position he or she likes to be, then Training can do miracles

When the right person is in the right position, then Training
can magnify capabilities and potential to the fullest extent

Training facilitates people to improve knowledge and skills,
encourages high potentials to reach their goals, influences professional
behavior and approach but by itself cannot be the “solution” or the
“problem” for poor results or poor performance
To achieve Excellence in Performance Management in Financial
Institutions we need



     and there is always Risk involved in the combination of the above
                           as we are in Banking
Knowledge because we deal with money and wealth.

Knowledge because we must know what we are doing and
why we are doing so.

 Good Academic and Educational background always
 Knowledge acquired through formally structured Training
  is valuable
 Classroom Training combined with On-the-Job Training
  provides relevant knowledge
 Training programs cover Knowledge gaps
 Training a high potential professional in the right
  direction can bring Top Numbers and Excellent Results
Experience because it comes as the years add on each other

Experience because…

 It cannot be borrowed and does not come out of a book or a vault
 Occasionally overrules theoretical positioning and theoretical
 It has a tremendous impact on critical issues and decisions
 It has been proven invaluable during conflicts and crisis
 It is the best ammunition when critical analysis and synthesis is
 Inevitably it is continuously adding a great value in Banking
 It can efficiently and effectively use Training as a valuable strategic
 It can take what is needed from Training and turn it into a great
Knowledge and relevant Experience is a very good
combination for achieving Performance Excellence.

Knowledge and Irrelevant Experience demand
“Credit of Time” in order to facilitate and back up
each other

Irrelevant Knowledge and relevant Experience may
lead to survival, Average or Good Performance but
it is difficult to lead to Performance Excellence.

Irrelevant Knowledge and Irrelevant Experience may
never reach Excellence in Performance
Management as they cannot complement each
Why Passion?

 Passion because it knows how to “serve” a Vision

 Passion because it is a huge driving force for any action and

 Passion because it can overrule time, limitations, weaknesses,
  conflicting priorities, conflicting processes, aggressive budgets,
  conservative numbers.

 Passion because, occasionally or always, it may manage the
  Impossible Tasks

 Passion because we find it in excellent Training programs

 Passion because it can build an excellent Training Plan

 Passion because we find it in success stories and Best practices

 Passion because it can bring Knowledge and Experience closer and
  reach Top Performance
  If we have three out of three we may reach
   Excellence in Performance Management

  If we have two out of three we definitely
  need Training on the third

  If we have only one out of three we
  desperately need Training on the other two

And it also depends on what we are missing
People and Teams exceed in Performance if they have Knowledge, they
share Experiences and they work with Passion towards their Dreams

But if we miss more than one, we should move a few steps back and
focus on
Selection: A Critical Path to Performance Excellence

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