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@JonIngham
Social Performance Management
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Jon Ingham, Strategic HCM
• Insight based HR / OD consultant, focusing on accumulating human and social capital
• Former International HR Director for Ernst & Young
• Will blog on these two days at http://strategic-hcm.blogspot.com
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Not intuitive!
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Source: Jon Ingham, Strategic Human Capital Management, 2006
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Source: http://teneoblog.com/2013/12/17/bt-operate-case-study- performance-management/
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Source: Julian Birkinshaw, LBS
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• Outcomes vs Activities
• Best practice to Best fit
• All Change!
• Social Media (Activities 2.0)
A Few Bits of Background
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Outcome vs Activities
Outcomes Business Impacts Activities
“I wanted to define the roles of HR as outcomes more than activities. I saw a lot of work in HR focused on activities (number of hours of training a leader receives; whether a firm is using 360 degree feedback; if it implements performance based pay or competence based hiring). I wanted to shift the focus to outcomes of the activities.” – Dave Ulrich
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• Human capital – Talent, capability – Engagement – Diversity – Quality of leadership
• Organisation capital
– Alignment and effectiveness of processes, networks and structures
• Social capital
– Connections – Relationships – Conversations
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Best Practices to Best Fit
Source: Jon Ingham, Strategic Human Capital Management, 2006
- Peter Reilly
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Source: Gary Hamel, The Future of Management, 2007
All Change!
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"Management 2.0 is going to look a lot like Web 2.0: • Everyone has a voice • It’s easy and cheap to experiment • Capability counts for more than credentials and titles • Commitment is voluntary • Power is granted from below • Authority is fluid and contingent on value-added • The only hierarchies are "natural" hierarchies • Communities are self-defining • Individuals are richly empowered with information • Just about everything is decentralized • Ideas compete on an equal footing • It's easy for buyers and sellers to find each other • Resources are free to follow opportunities • Decisions are peer-based.” - Gary Hamel
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Source: Edelman
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Social Media
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• Activities / Technologies
• Outcomes: Human to Social Capital
• Anchoring in the Culture
‘Social’ as a Solution
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Activities / Technologies
Source: Real Story Group
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Outcomes
Activities
Group Social HR
Social Capital
Human to Social Capital
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Outcomes
Activities
Individual Individual HR
Human Capital
Group Social HR
Social Capital
Human to Social Capital
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Zappos: Holocracy
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• Post it notes on the team (+ > -) • Stuck up on flips – 6-8 team competencies • Pairs feedback on team and discuss
• Post it notes on other individuals (+ > -) • Stuck on flips – individuals • Individuals feedback on themselves (they own disclosure)
Ernst & Young: Team Debriefs
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Anchoring in the Culture
Easier Harder
Feedback
Individual Performance
Individual Performance Management Coaching
Innovation
Customer Focus
Social Performance
Recognition
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• Team discuss team members’ performance eg sharing objectives and checking for duplication and overlap
• Team debriefs
• Team distribution of rewards?
Improving Individual PM
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1: • Social PM generates social capital • Social capital is the core of the culture • So… social PM is part of the culture
2: • Because people are talking about performance • Makes performance part of the culture • More intuitive / natural • Focus more likely to be retained
Social PM in the Culture
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Plus: • And develops social capital (> human capital) • And develops human capital, often more effectively than individual PM
• And leads to transformational solutions (all change!)
• And points to use of social media tools • Using PLM factor!
Social PM
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strategic-hcm.blogspot.com
blog.social-advantage.com
linkedin.com/in/joningham
twitter.com/joningham
strategic-hcm
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