T his article continues wh e re w e left o ff discussing th e e ight performance management b e st practices i n t h e defining phase o f t he Lifecycle Performance Management Model. T h e Lifecycle Performance Management Model i s a n enterprise framework th a t i s centered o n 35 b e st practices. Thes e b e st practices span acros s th e fi v e phases o f th e performance life-cycle: defining, planning, executing, monitoring a nd reporting. Thi s article i s th e secon d o f a series o f fi v e discussing th e performance management bes t practices w ithin Lifecycle Performance Management, an d w ill focus o n t h e planning phase.
Th e focus o f th e planning phase i s t o start t h e buzz a nd ge t y our organization prepared fo r t he cultural c h anges tha t wi l l t a ke plac e du r ing y our successful performance initiative. Bes t practices i n t h e planning phase enable yo u t o gai n employee acceptance i n to t h e performance initiative an d put employees i n to a high performance mindset. T h ey a lso include base-lining cur r ent performance a n d setting future goals, breaking do w n functional barriers, identifying key processes tha t drive business success, a n d ensuring a successful performance management implementation thr o ugh training.
1. Employee Acceptance Management
Employee Acceptance Management i s t h e process o f gaining employee buy-in b y emphasizing performance expectations f rom t h e top level down. Employee Acceptance Management involves transforming employees i nto a high performance mindset, communicating Pregnancy Guide employee expectations an d enabling the m t o understand t h e impact t h at t heir specific role ha s o n t h e success o f t he organization.
2. Performance Management Planning
Performance Management Planning i s t he practice o f defining t he performance strategy an dprioritizing activities ac c ording t o t h at strategy-to ensure operational alignment w i th organizational goals. Performance Management Planning involves planning, budgeting, forecasting a n d allocating resources t o support strategy a n d achieve optimal execution. T he Performance Management Plan includes consolidating, monitoring, a n d reporting Trading Software Guide o n performance outcomes f o r management, regulatory, an d statutory purposes. Th e ultimate goal o f Performance Management Planning i s t he ability t o plan an d budget i n real-time wit h dynamic plans t hat provid e real-time feedback t o e veryone wh o i s par t o f th e process.
3. Tim e Management (Planning versus Implementing)
Planning i s a n essential item o n th e critical path o f ev e ry project. O ur studies ha v e shown t h at cutting corners o n planning c a n triple t h e cost a n d t i me t o implement enterprise level projects. Planning requires adequate information a bout t he cu r rent a n d target states a n d accurate estimates o f th e ti m e a n d financial investments required t o perform a l l th e steps necessa r y fo r change.
Planning als o involves putting toget h er a team o f committed a n d motivated individuals w i th defined team roles, outlining a ll tasks, assigning responsibilities, a nd proactively managing an d mitigating risks. T h e planning process shou l d include th e development Acne Guide o f a vision/scope document s o t hat ea c h team member understands t h e project vision, goals, objectives, schedule, a n d risks. T he planning team s hould allo w adequate t i me fo r team members t o understand, investigate, document, an d communicate prior t o design an d implementation.
4. Leadership Development
Leadership Development i s t he strategic investment in, a n d utilization o f th e human capital wi t hin t he organization. T he practice o f Leadership Development focuses o n t h e development o f leadership a s a process. Wit h t he rapid rate o f ch a nge i n o u r global economy, leadership ha s take n o n t h e critical role o f adaptation a n d innovation i n t h e workplace. A s companies restructure t h eir business processes a n d employees Ultrasound Website, t hey nee d solid leadership training t o communicate effectively, influence others, maximize creativity, an d analyze yo u r business. H o w leadership i s demonstrated wi t hin a n organization wil l determine ho w successful t h at organization wil l b e a n d h o w successful tho s e wh o fol l ow wi l l become.
5. Employee Training
Employee training i s o ne o f t he mo s t powerful cost reduction drivers. O u r research shows th a t th e under-trained employee consumes tw o t o si x time s th e amount o f technical support (including peer support) tha n a n adequately trained user. Employee training Ipage website online shou l d b e performed o n systems an d applications, b e ing careful t o match t h e training t hat i s delivered i n relation t o th e employee's job. Training sh o uld include a mix o f instructor-led classroom training, computer-based training, a nd just-in-time training t o he l p increase user productivity a n d reduce support costs.
6. Staff Motivation
A motivated staff i s o ne th a t w i ll operate a s a team a n d w ill pitch i n w hen needed t o solve a ny problem o r challenge a t hand. The y wil l oft e n exceed expectations a n d pr o vide critical back u p f o r eac h other. A motivated staff works harder t o meet th e goals set b y t he organization.
7. Automated Asset Management
Electronically supported life-cycle driven asset process. Automated asset management consists o f electronically supported procurement, automated inventory, an d centralized data repository t h at a re availa b le t o financial, administrative, technical planners, system administrators Bluehost website, a n d t h e service desk. Managed data wit h in t he asset management system consists o f contract terms, hardware inventory, software inventory, accounting, maintenance records, c hange history, support history, a nd ot h er technical an d financial information.
8. Systems Scalability
Systems Scalability i s a technology infrastructure t h at ca n logically a n d physically increase i n performance an d capacity wit h continuity t o meet reasonable growth an d ch a nge ov e r time. A scalable architecture cont a ins a strategic migration plan fo r continuous growth an d progress. Commitment weight loss pills review t o scalable architectures enables t h e roll-out o f homogeneous hardware a nd application platforms ac r oss users a n d departments wi t h diff e rent processing requirements, whil e providing technical staff wi t h a common platform t o support.
9. Capacity Planning
Capacity planning i s a process b y wh i ch t h e capacity o f th e network a n d assets i s measured, compared again s t requirements, an d adjusted a s appropriate. Th e process o f capacity planning involves mapping n ew initiatives t o existing infrastructure, understanding Drone Website t he cost dynamics o f network bandwidth a nd storage, memory, a n d ot h er system resources.
10. Enterprise Policy Management
Enterprise policy management i s a managed user environment i n whi c h a network o r desktop administrator c a n control, w ith rules-based logic, w hich applications, settings, network resources, databases, an d oth e r I T assets a user c a n use. Thi s environment i s defined b y user I D an d i s no t necessarily machine specific. I t i s typically implemented b y user profiles maintained a t t h e server an d synchronized w ith t he client device th a t a user i s logged onto.
Enterprise policy management precludes th e user fro m making c hanges t o th e system; suc h a s introducing unauthorized software o r changing settings tha t m a y c a use conflict w i th oth e r system resources. A s well, a managed environment controls t h e ea s e o f u se o f th e desktop, providing a common set o f applications a n d access f o r groups o f users o r individuals. I n t his manner, th e user i s presented o nly w i th th e tools Hoverboard Website t h ey h a ve b een trained o n an d n e ed fo r t h e job, a nd assures t h at chan g es a r e managed. Thi s process, integrated w ith a system management an d c h ange management policy, c a n reduce service desk calls a nd unplanned downtime, a s w ell a s create a m ore predictable platform f o r system upgrades.
11. I S Training
I S professional training i s critical i n preparing t h e I S staff th a t ar e delivering support a n d service t o users t o confidently plan an d implement initiatives a n d solutions, a n d resolve user issues quickly a nd effectively. I S professional training shoul d b e obtained fo r a ll staff members o n th e systems, tools, an d applications t hat a re utilized i n t heir daily jobs. Training sh o uld include instructor-led training classes,certification courses, seminars, an d computer-based training