tms performance 360 reviews and job management webinar d
DESCRIPTION
Presentation of the http://www.hrtms.com 360 reviews and Job Description Management SystemTRANSCRIPT
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New Tools & Techniques: 360 Reviews and Job Description
Management
Presented by Mitch Stephens, HRTMS, Inc Founder and CTO
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Agenda
• Part 1: Company and Products Overview
• Part 2: 360/Multi-Rater Reviews
• Part 3: Job Description Management
• Questions and Wrap up
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Part 1 - HRTMS – Company Background
Based in North Carolina with offices in New Jersey
We offer an integrated, cost effective Talent Management suite:• TMS Performance - Performance management• TMS Compensation – Compensation Management
We offer the lowest TCO in the industry
We deliver solutions that meet 100% of your unique requirements
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TMS Performance – Quick Overview
• Web-based Performance Management system
• Paperless reviews are routed and signed electronically
• Support goal management
• Competencies by position
• Career development and planning
• Position management
• 360/multi-rater
• Even succession planning and learning management
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TMS Performance – Screen Shot
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TMS Compensation – Quick Overview• Web-based Compensation Management system that
leverages your Excel spreadsheets
• Online and Offline modes
• Users can work online with the intuitive user interface, or download
their Excel spreadsheets and work offline.
• Supports merit, adjustment, promotion, bonus and all
forms of variable comp and incentives
• Any compensation plan, no matter how complex can be
easily implemented without programming
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TMS Compensation – Screen Shot
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TMS Compensation – Screen Shot
One-click view of the Performance Review from
Compensation!
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Part 2 – 360 Reviews
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Individual
Internal Customers
External Customers
Direct ReportsManagers
Peers
What are 360 Reviews?• Also known as Multi-Rater Reviews• “360” Refers to the 360 Degrees in a circle• Individual is in the center of the circle
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A Brief History of the 360 Review
1940T-Groups 1955
Esso Engineering 200790% of the F500
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Research Theme #1: Benefits and Pitfallls
Great Potential Benefits
A holistic view of the employee
Best method to identify specific development
opportunities
Increased engagement and ownership by all
reviewers
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Research Theme #1: Benefits and Pitfallls
Many Potential Pitfalls
Goals lost to complexity of process
Reviewers must be normalized for empirical
measures
Longitudinal correlations are needed for repeatability
Poor instructions make for poor raters
Data must be Analyzed and then Interpreted
The whole process must be managed
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Research Theme #2: Development Goal
Goal Outcome
Behavior ChangeTraining, Development, or
Intervention
Performance Change Training, Reassignment
Talent Identification Retention, Promotion &
Succession Planning
It is a paradox of human psychology that while people remember criticism, they respond to praise.
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Research Theme #3: Dependent on Competency Construct
• Competencies must be correlated to effectiveness
• Mixture of Quantitative and Qualitative data from all sources allows for real-time pseudo-correlation
• Self-Reviews are most useful to employee interpretation
• Regular skill audits and job description audits increase effectiveness.
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Research Theme #4: It’s Still Just Data
• Averages shouldn’t be trusted (Samples are too small)
• Weighted Empirical Data (normalize by job and reviewer over time)
• Investigate polarized feedback
Data Analysis Interpretation
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Research Theme #5: Whole System Design
Who to Review Ineffective until sufficient contact with others
Diminishing effect after a period of incumbency
Who to Ask Not every good employee will be a good reviewer
Reviewers will need instruction, context, or
training
When to Review Frequency based on outcome not calendar
Synchronize with work cycles
What to Ask Subset the review to avoid poll fatigue
Longitudinal correlation with effectiveness & regular
audit
Analyze &Interpret
Statistics, Normalization, and Individual consideration
of dataTrain and support managers
Act on Findings Move directly to a development path Follow-up with reviewers
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TMS 360 Reviews - Overview
360° Reviews compliment the Manager’s Performance Review
Manager’s Annual review for Employee
Employee Sign-off
Manager
Employee
In TMS Performance, the manager
controls the process
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360 Review Process
Accept or Declines Request…
ReviewerManager
Step 1: Manager selects Reviewer, and sends a 360 Request
Step 2: Reviewer Completes the 360 Review and Submits to Manager
Step 3: Manager approves/rejects the 360 Review
Manager
Reviewer
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Manager Tools• 360 function are under a single node• Manager gets full perspective of the 360 Activity
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360 Home page view
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Create new 360 Request
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Create new 360 Request
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Create new 360 Request
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Create new 360 Request
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Create new 360 Request
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Create new 360 Request
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Create new 360 Request
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Manage 360s – Tasks button
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Manage 360 Reviews – Tasks
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Reviewer PerspectiveAccept/Reject the 360 Request
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View 360 Requests
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View 360 Requests to me
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View 360 Requests – View Request Detail
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View 360 Requests to me
Reviewer Accepts Request…
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Accept 360 request
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Active 360 Reviews
At this point, the 360 Review is created and is available to edit by
the reviewer
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Reviewer completes the 360 review
360s are edited using a custom form (like other performance reviews)
Security settings control which fields the reviewer can edit.
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Save and submit 360 review
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Review is marked as completed (read-only)
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Manager checks the 360 review
Manager and accept or return the review
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My Direct Reports 360 Reviews
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Manager approves the 360
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Viewing 360 Performance ReviewsFrom the Tree view
You can see a list of your employee’s 360 reviews
From the Employee’s Annual Performance review A list of 360 Reviews is shown in the form
Field by field comparisonYou can see a comparison of values from each reviewer
AnalyticsCan view graphical information about all reviews
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Viewing 360 PRs – Treeview Method
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Viewing 360 PRs – From Annual PR
360 Reviews are shown in the Employee’s Annual PR
Double-click to view.
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Integrated 360 Scores in Annual Reviews
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Integrated 360 Scores in Annual Reviews
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Integrated 360 Scores in Annual Reviews
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360 Summary• TMS Performance offers comprehensive 360
integration• 360 reviewers are selected by manager• Reviewers Accept or Decline the request• Custom forms can be used for 360 reviews (like
other PRs)• Integrated workflow for 360 reviewers• Seamless viewing of 360 results in the final PR• Management tools gives the line-of-sight over
the process
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360 Review Questions
?We will also have time at the end of the webinar
for questions. Please submit them using the webinar control panel.
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Part 3- Job Description
Management
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Accreditation
HR.1.20: The hospital has a process to ensure that a person’s qualifications are consistent with his or her job responsibilities
HR.1.30: The hospital uses data from clinical/service screening indicators and human resource screening indicators to assess and continuously improve staffing effectiveness.
HR.2.20: Staff members, licensed independent practitioners, students, and volunteers, as appropriate, can describe or demonstrate their roles and responsibilities, based on specific job duties or responsibilities, relative to safety
HR.2.30: Ongoing education, including in-services, training, and other activities, maintains and improves competence
HR.3.10: Competence to perform job responsibilities is assessed, demonstrated, and maintained.
HR.3.20: The hospital periodically conducts performance evaluations.
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The Cycle of Constant Improvement
• Define Job Description
Communicate to Employee
• Demonstrate Employee Awareness
Assess Employee • Show On-going
improvement to performance
Revise/Improve Job Description
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Business Challenge
• To keep Job descriptions relevant and accurate
• Meet legal requirements (notably JCAHO for healthcare
companies)
• Reduce the burden on the HR group
• Delegate the responsibility to managers who supervise the
positions
• Have a secure, structured and auditable process
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What are organizations doing now?
• Use Word documents and email The usual problems arise with version control, security
and accessibility.
• Ignore the problem Many HR groups acknowledge that their job libraries
are out of date
• HR goes it aloneHR departments lack knowledge about technical and
specialized positions
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TMS Performance “Job Templates”
Core Values
Courtesy
Service Accountability
Communication
Positive Image/Professionalism
Absolutes
Privacy and Confidentiality
Professional Appearance
Responsibility and Commitment
Job/Dept Specific
Responds immediately
Established protocols
Independent
Leadership
Age-related needs
Documentation
etc
Job Template
Name, Description, Reports to, Supervises, Job code, minimum requirements
Working Conditions
Cat
egor
ies
Competencies within the category
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Job Template ‘Categories’
• Used to group competencies• You can separate the core values from job specific
skills
• Edit rights • Mark as ‘not editable by manager’ if HR should
control the category
• Scoring Rules• Category can be scoring or non-scoring.
• Weighting for the category (e.g., 10% for core values)
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Job Descriptions and Performance Reviews• Job competencies ratings usually contribute to the
overall PR score.• Most organizations use a combination of objective and subjective
scoring
• Competencies ratings should include:• Core competencies common to all employees
• Specific job responsibilities
• Generic job descriptions• May reduce the effectiveness of the performance review
• Especially true for specialized positions like nurses who require ratings for specific skills.
• May not be able capture skills deficiencies and training requirements
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Competencies in the Performance Review
Some competencies can be yes/no, or
Met/Unmet
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Competencies in the Performance Review
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Demo of Managing Job Templates
This is the HR administrator view of editing Job Templates
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Managing Job Templates (Administrator)
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Managing Job Templates (Administrator)
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Editing Job Templates (Admin View)
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Editing Job Templates (Admin View)
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Editing Job Templates (Admin View)
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Editing Job Templates (Admin View)
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Editing Job Templates (Admin View)
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Editing Job Templates (Admin View)
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Editing Job Templates (Admin View)
View Job templates by Manager
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Editing Job Templates (Admin View)
Managers using this template
Employees assigned to selected template
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Assign Template to a Manager for Revision
In this demo, we will show how the administrator assigns a template to a manager who will make changes and resubmit back to the administrator.
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Job Description Management Process
• HR Assigns Template to manager
E-mail Sent to Manager
• Manager updates the Job Descriptions
Submits Back to HR • HR Reviews changes
HR Finalizes changes
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Assigning Template to a manager
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Assigning Template to a manager
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Assigning Template to a manager
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Assigning Template to a manager
This Template is now being reviewed by the manager (Chapman)
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Manager Review of Job Template
We now will see the manager’s perspective(He would have received an email requesting
revisions to the job template)
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Manager Review of Job Template
This is the home page for the manager.
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Manager Review of Job Template
The assigned template appears in the list.
Manager selects the item.
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Manager Review of Job Template
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Manager Review of Job Template
Core Values Category is Read-only
(this is managed by the HR group)
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Manager Review of Job Template
Dept/Job Specific Skills are editable.
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Manager Review of Job Template
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Manager Review of Job Template
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Manager Review of Job Template
Once complete, the manager returns the template back to HR
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Manager Review of Job Template
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Manager Review of Job Template
No more templates for the manager to review
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Manager can view their Job Templates
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Manager can view their Job Templates
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Manager can view their Job Templates
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Manager view of Employees Assigned to Template
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Admin Review of Manager Changes
The HR manager now reviews the changes made by the manager and accepts/rejects
them.
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HR Review of Manager Updates
Indicates that the Templates is pending
review
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HR Review of Manager Updates
This screen shows the line-by-line changes
made to this template
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HR Review of Manager Updates
Shows the before and after text.
Admin can modify this here
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HR Review of Manager Updates
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HR Review of Manager Updates
Administrator can return Template to manager if
more revisions are needed
Save and Finalize if everything is OK.
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HR Review of Manager Updates
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HR Review of Manager Updates
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Export Job Templates List To Excel
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Job Description Management Summary• For HR Group
Manage Job Descriptions using a web-based system
Easily locate the responsible manager for a position
Delegate job descriptions to a manager
Review changes and accept/reject each item
Assign Employees to Job templates
• For Managers
View job descriptions
Review the current employee assignments
Revise jobs and resubmit back to HR
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Questions?
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Thank You
To Contact HR TMS or either of today’s presenters, please use:
Mitch Stephens: HRTMS Founder and President [email protected]
Jim Haviland: Marketing Director [email protected]
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Reference Appendix
21st-Century Job Descriptions, Harvard Business Review360 Support Critical to Effectiveness, Talent Management360-Degree Feedback Revisited: The Transition From Development to AppraisalCompetency-Based Job Description Administration Guide, University of Medicine and Dentistry of New JerseyThe Promise of 360-Degree Feedback, Talent Management What Great Managers Do, Harvard Business Review