Tourism Exp o Perform a nce Im p rov em ent 30 May 2013 Pw C Hum - - PowerPoint PPT Presentation

Tourism Exp o Perform a nce Im p rov em ent 30 May 2013

www.pwc.com DC2

Pw C Hum a n Resource Serv ices (HRS) Na m ibia

Ov erv iew Perform a nce Im p rov em ent a nd HR Consulting

Client Consultation Com pliance Benchm arking Policy Form ulation Organizational Developm ent

Organizational Developm ent & Hum an Resource Policies and Procedures

Perform ance Planning Perform ance Clarification Perform ance Managem ent Perform ance Measurem ent

Consulting: Perform ance Im provem ent

Slide2 30 May 2013 Tourism Expo Presentation

DC2

Perform a nce Ma na gem ent

• The introduction of a performance management system does

not automatically imply its implementation

• Performance management is founded in a particular work

ethic

• It is a psychologically strenuous journey for the participants
• A high level of personal conviction and commitment is

required

• There is a difference between the introduction of a

‘Performance Management System’ and the entrenchment of a ‘Performance Management Culture’

• It calls for a ‘culture change’ that challenges many of our

personal and socially held paradigms

Slide3 30 May 2013 Tourism Expo Presentation

DC2

W ha t a re the Core Princip les?

• Formulation of goals and objectives (based on

strategic plan)

• Participative management (agreement on
• utputs)
• Measurement of performance (results-focus)
• Continuous performance dialogue
• Personal Development & Performance support
• Team management
• Integrated into daily operations (alignment)

30 May 2013 Tourism Expo Presentation Slide4

The Scop e of Perform a nce Ma na g em ent Consulta tion

Vision, Mission & Strategic Goals

• Alignment with high

level statements and strategic intent Values

• Sharing and living the
• rganizational values

Policy Fram eworks & Other Source Docum ents

• Policy alignment,

structures, JDs, management plans Individual Perform ance Agreem ents

• Stated individual

results

• KPAs / KPIs

Personal Developm ent Plans

• Performance support

Perform ance Cycles

• Aligned with financial

year Perform ance Verification

• Company performance

assessment Perform ance Recognition

• rewards and sanctions

Perform ance Assessm ent

• Individual & Team

performance assessment

Slide5 30 May 2013 Tourism Expo Presentation

DC2

68 % 13,5% 13,5% 3% 3%

30 May 2013 Tourism Expo Presentation Slide6

Alignm ent

• The Nam ibian

Constitution

• Vision 20 30
• NDP 4
• Millennium

developm ent Goals

• Vision
• Mission
• Values
• Strategic Plan
• Annual

Managem ent Plan

• Operational

and Action Plans

National High Level Statem ents Com pany High Level Statem ents Planning

Slide7 7 & 8 May 2013 Leading People

Alignm ent

• Vision, Mission and Values
• Strategic Plan
• Annual Managem ent Plan
• Activity Plans
• Individual Results

Strategic Plans Activities and Individual Results / Key Behaviours Annual Plans High Level Statements

Slide8 May 2013 Supervisory Development Programme

Strategy into Action

Identify key behaviours:

– Beha v iours are not m ere KPAs / KPIs – Only behaviours can change strategy into a ction – Rela tionship s, not brand will determ ine success

Identify key talent:

– How to do things d ifferently in the m arket place – Technical capability a nd passion – Did you d elig ht your custom er today?

30 May 2013 Tourism Expo Presentation Slide9

Differentiation

• Differentiation is the root cause of

com petitive advantage, and a m ajor driver of relative profitability am ong businesses

• Do we truly understand what our

source of differentiation is and is there consensus?

• 8 0 %
• f senior executives are

convinced that their offerings are deeply differentiated, only 8 %

• f

their custom ers agree

30 May 2013 Tourism Expo Presentation Slide10