Human resource departments are being called upon to make greater, more measurable contributions to their organization's bottom line. Few HR initiatives are seen to contribute more to an organization's productivity and profitability than a comprehensive, effective performance management system. HR practitioners must stay on top of the performance management challenges faced with both internal and external change, best practices, as well as new directions in performance management processes as seen in organizations such as General Electric, Google, and Hewlett Packard.
- Design and implement a performance management system
- Select the most appropriate performance evaluation methods
- Align the goals and performance of each employee to the company's strategic objectives
- Effectively collect performance data from multiple sources
- Train and coach managers and employees on the necessary capabilities for effective, engaging performance discussions
- Align the performance management process to other HR practices
- Measure the impact of changes to the performance management process
Get Cornell ILR associate professor of human resources Brad Bell's perspective on the future of Performance Management.
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Patricia Sclafani, Consultant. Ms. Sclafani is a dynamic, results-oriented professional with 25 years of HR leadership in large consumer products, manufacturing, specialty chemicals, aerospace, and engineering companies, with extensive domestic and international experience. Her work experience spans several 'Global 500' businesses such as Diageo, Honeywell/ Int'l AlliedSignal Inc. and Asea Brown Boveri Inc./ABB. She has held many positions in HR including both staff and line business partner roles, specialty/functional roles (comp, benefits, exec comp, etc), and global head of HR roles at the plant, field, and corporate levels. She excels when working in customer-centric businesses to asses, develop, and coach line managers and executives to increase their personal leadership impact. Patricia holds a Master's degree in HR Management from the University of Bridgeport.
Lisa Csencsits, Associate Director for Executive Education at Cornell University, ILR, is responsible for the design, development and delivery of customized learning and capability development programs. Ms. Csencsits, as an Organizational Development Practitioner, leverages her experience working with large privately and publicly held companies, as well as her research and educational expertise to provide programs grounded in theory with practical solutions to enhance participant learning and professional development. Ms. Csencsits's expertise includes implementing effective, innovative and sustainable interventions to enhance organizational performance, individual and team development. Lisa's work has included establishing talent management processes for greater efficiency and results, delivering learning programs aimed at building strategic leadership, working alongside management and leaders to identify and define the necessary capabilities needed to perform effectively in their functions and creating unique career development opportunities to support both organizational needs and employee growth. Over the years, Lisa has also been actively involved in partnering to present and publish research in the field of Industrial/Organizational Psychology. Lisa holds a B.A. In Psychology from Adelphi University and a M.A. in Industrial/Organizational Psychology from Hofstra University.