Seven case studies session from SAP, Cargill, UTAC, Thome, Siemens Healthcare, CrimsonLogic, and Cisco for a more comprehensive learning and sharing experience whereby delegates are able to hear real life implemented strategies, the challenges they faced throughout the implementation and how it impacted their organisation
Panel discussion from organisations with different approach on rating system to discuss on the pros and cons of moving away from rating system and determining if it fits your organisation.
Speed networking is a facilitated networking session which allows you to connect and meet new people. Bring plenty of business cards to ensure you make the most of this session
The traditional salary guideline or "merit matrix" bases a salary increase percentage on two dimensions: performance rating and compa-ratio which indicates a person's market competitiveness. But as employers re-examine what "performance" is and shift their focus to a person's future value, it's time for a new pay review guideline. This session presents a new model developed by the presenter based on research and emerging practices, featuring a new 2-dimensional matrix linking pay adjustments to the P-rating and the R-rating.
Best practice of UTAC’s experience in launching its global Performance Management Process in a diverse organization with 12,000 employees. It chronicles UTAC’s journey to use performance management process as an enabler to drive business results and also anchor its key people processes.
Learn about the new approach to Performance Management undertaken at SAP. They no longer have an annual process with ratings and performance reviews; SAP Talk helps them shift to more frequent, meaningful conversations between employees and managers. They place more emphasis on continuous, future-focused conversations instead of one-time, backward-looking performance reviews. Hear how SAP shifted to a more open and transparent feedback approach between employee and manager.
Witness how SAP journeyed from traditional performance management to the newly launched SAP Talk.
A GREAT PLATFORM TO LEARN MORE
Drastic changes in the demographics of the workforce are adding complexity of HR strategies as millennials has different demands and characteristics compared to the baby boomers. It is changing the way how managers should approach the employees as they tend to prefer instant gratification from their performance and knowing why they are doing it. The millennials also seek for self-development which traditional performance management does not focus on.
Due to economic slowdown, organisations are forced to look for ways to increase productivity without increasing C&B budget. One way would be to increase the engagement level of the employees and performance management is a great tool to achieve this through effective frequent reviews. It is also a great tool to identify area of improvement.
Singapore government is also pushing for a more productive workforce as times is expected to be tough due to economic slowdown. Workforce is advised to develop their skill sets or risk being redundant.
With the technological advancement in performance management software, more and more organisations are looking into embarking tech innovations into their performance management initiative. Performance management software helps in cutting operational cost in the long run not to mention freeing more HR practitioners for more strategic role. More and more of the processes can be automated and it provides more consistency and shorter time in evaluation.
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