{"id":830,"date":"2007-10-29T01:00:05","date_gmt":"2007-10-29T09:00:05","guid":{"rendered":"https:\/\/systematichr.com\/?p=830"},"modified":"2007-10-29T01:00:54","modified_gmt":"2007-10-29T09:00:54","slug":"connecting-employee-performance-and-enterprise-performance","status":"publish","type":"post","link":"https:\/\/systematichr.com\/?p=830","title":{"rendered":"Connecting Employee Performance and Enterprise Performance"},"content":{"rendered":"

Should Employee Performance Management be integrated and considered in Enterprise Performance Management?\u00a0 In an interesting twist, Thomas Otter<\/a> and Jonathan Becher<\/a> started a conversation here<\/a> at exactly the same time that I was participating in the same conversation at Knowledge Infusion’s COE<\/a>.<\/p>\n

Thomas states:<\/p>\n

One of my present irks is that both the finance community and the HR<\/acronym> community are rabbiting on about performance management, but I see precious little alignment between the two. Even here in the home of \u201cif it moves integrate it\u201d, I don\u2019t see enough collaboration between HR<\/acronym> and Finance on what is for me a blindingly obvious case of two sides of the same coin.<\/p><\/blockquote>\n

Jonathan chimes in with:<\/p>\n

\n

Thomas, as usual you are right. Financial, operational, customer, and HR<\/acronym> performance management are silos. If only \u201ccorporate\u201d performance management was really corporate. Invidual contributors would love to see how their personal objectives and KPIs tied back to the business unit mission or the corporate objectives \u2014 even to the stock price. Imagine being able to prove that your project improved profitability by 0.5%.<\/p>\n

Unfortunately, I think we\u2019re still 2-3 years away from this. The vendors are partly to blame but organizational inertia is just as guilty. Customers have to demand better alignment.<\/p><\/blockquote>\n

Meanwhile, I’m writing this over at Knowledge Infusion’s site (membership required to see the discussion there<\/a>):<\/p>\n

I personally don’t think that employee performance needs to be a component within enterprise performance. I am thinking about this rather narrowly however, in the confines of the reporting that might go to a BOD or executive management. I really don’t think they care at all about employee performance management. Employee performance is a downstream effect of many other factors, and it is those upstream factors that they care about. For example, it’s more important to look at the financial performance of the divisions and profit centers that those employees belong to. Their performance will be sufficiently stated within the financial numbers and there is not reason to go to an aggregated view of performance. Another example from the talent standpoint would be to look at the level of competencies that exist within the organization and comparing that against the workforce plan reagarding how to get the desired level of competency into the organization.
\nFrom a management standpoint, who cares about employee performance? It matters from a development perspective, but so long as it is happening and is effective, there are many other (more important) drivers for the business.<\/p><\/blockquote>\n

What was I thinking?\u00a0 Well, sometimes it’s good to disagree just for the heck of it.\u00a0 Seems to bring out the discussion in everyone and of course, I can usually argue both sides of anything.\u00a0 What are your thoughts?<\/p>\n","protected":false},"excerpt":{"rendered":"

Should Employee Performance Management be integrated and considered in Enterprise Performance Management?\u00a0 In an interesting twist, Thomas Otter and Jonathan Becher started a conversation here at exactly the same time that I was participating in the same conversation at Knowledge…<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_coblocks_attr":"","_coblocks_dimensions":"","_coblocks_responsive_height":"","_coblocks_accordion_ie_support":"","footnotes":""},"categories":[33,8,20],"tags":[],"class_list":["post-830","post","type-post","status-publish","format-standard","hentry","category-finance","category-strategies","category-talent-management"],"_links":{"self":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/830","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=830"}],"version-history":[{"count":0,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/830\/revisions"}],"wp:attachment":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=830"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=830"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=830"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}