The Need for Online Employee Performance and Talent Management - Part ThreeNovember 13th, 2007 |
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The Zoological Society of San Diego provides an excellent example of the rollout and results of automating employee performance and talent management.
The Zoological Society of San Diego, which operates the 100-acre San Diego Zoo, the 1,800-acre San Diego Zoo’s Wild Animal Park and the department of Conservation and Research for Endangered Species (CRES), rolled out its new strategic plan in January 2005. Tim Mulligan, director of human resources, was responsible for the supporting process component of the plan, and a large part of that component focused on achieving employee accountability. To reach the goal of accountability, Mulligan introduced an effective and easy-to-use web-based employee performance and talent management solution. The goal of the new solution was to introduce performance accountability and to give employees a clear understanding of what they were responsible for on a daily basis.
Since implementing the system, the society has achieved a number of benefits including establishing greater employee motivation as well as employee accountability. Mulligan says the society’s 17-person executive team has wholly embraced the solution because it provides greater visibility into the day-to-day operations of the organization. Additionally, with the web-based system, the zoological society’s employees are now able to see a clear connection between the objectives that have been set for them and the overall objectives of the organization, which is driving stronger overall performance for the organization as a whole.
The zoological society’s experience illustrates how managers and executives can drill down into the organization to see the goals of any individual or team, providing a new ease of visibility, accountability and goal management where before they would have spent days sifting through reams of paper. With just a few mouse clicks, an executive can track how the company is progressing toward achieving objectives and identify where, or with whom, intervention is required.
With employee performance management systems, executives now have unparalleled insight into their workforce — who is performing well, who should be rewarded for outstanding work and who is at risk. This enables the executive team and the organization as a whole to take action, keep high performers happy and retain their best employees. A company can also gain an understanding of where it is positioned from a skills and competency perspective so that it can constantly help employees improve and advance the yardstick of success. Executives are then able to assess whether they have the right people doing the right jobs, and who they need to attract in order to meet tomorrow’s strategic objectives.
Tags: employee performance management, goal management, HR, talent managementRelated posts
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