Audio Conferences

  June 11, 2008 at 02:00PM ET

As across-the-board salary increases remain low, and compensation budgets tight—more and more companies are relying on pay for performance programs to drive bottom-line business results and reward and retain top performers.

And, central to any pay for performance program are—of course—solid, reliable, fair, aligned performance metrics. Yet many organizations—nearly half, according to a recent study—are missing the mark in the area of performance management.

Why not join IOMA and our expert faculty to find out how to build an effective performance metrics program at your organization?

According to a recent Towers-Perrin study, nine out of ten respondents are looking to make improvements in the area of performance management, which comes as no surprise. When employees lack clear metrics, the results can be disastrous for your organization.

Employees who lack clear metrics can become confused, frustrated and emotionally disengaged from their jobs…and eventually, physically disengaged from your company.

The costly process of constantly hiring and replacing staff—coupled with poor productivity and performance from employees who do not have a clear idea of what’s expected of them—can take a huge bite out of your organization’s bottom line.

Don’t let nonexistent or ineffective performance metrics cause your organization to fall short of its strategic business goals. Learn how to create and implement performance metrics that will get everyone — at every level of the organization — aligned and working toward top-level targets for success.

Join IOMA and our panel of industry experts to learn how to establish a strong performance-measurement process in your organization.

In just 90 minutes, you’ll learn how to:

• Create metrics that focus on what is most important for individual, team, and organization success.
• Look beyond basic profitability metrics to other performance measures that are crucial to driving financial success.
• Use a balanced scorecard approach to performance measurement.
• Set SMART goals for employee performance.
• Keep employees engaged through performance metrics.
• Track success toward meeting performance targets and coach employees to stay on track.
• Audit your metrics to see what’s working and what isn’t.
• Calibrate metrics so managers across the organization are measuring performance fairly and consistently.
• Learn how ineffective metrics can torpedo employee performance and sink bottom-line objectives.
• Reduce turnover and retain your top performers to aid in succession planning
• Communicate more effectively about what specific behaviors employees need to demonstrate on the job to be successful.

FEATURED FACULTY:

Carol Anderson
Senior Vice President, Talent, Learning and Compensation Resources

Carol Anderson is Senior Vice President of Talent & Learning Resources with LandAmerica Financial Group, Inc., where she has worked since 2003. Prior to joining LandAmerica, Carol helped build a human resources consulting practice for mid-size clients of Marsh USA and, before that, focused on performance improvement and human resources development as President of consulting firm CPR Resources. She also served as Senior Vice President and Compensation Manager for Crestar Bank, Divisional Vice President of Employee Relations for Thalhimers Department stores, and Captain and Personnel Officer in the United States Marine Corps. Carol holds a Bachelor of Arts degree in Psychology from Duquesne University, as well as certificates in compensation and human resources, and is currently pursuing graduate work in human resources development.

Edie Goldberg
President, E.L. Goldberg & Associates

Edie Goldberg has over 15 years experience consulting to organizations in the area of talent management. Her work focuses on designing large-scale HR systems to attract, engage and retain employees. For example, she has identified competencies and career paths to support career management systems designed to help retain and engage employees; created and aligned HR programs to aid in attracting and retaining high-tech employees; developed competency models for organizations and individual roles; created performance management and 360-feedback programs to help organizations reach their strategic goals, provide feedback, develop employees, and coach individuals for development; and designed assessment processes to aid in selecting individuals for roles and identifying competency gaps in the organization.

She has worked with clients such as Four Seasons Hotels & Resorts; Gap, Inc; SAFECO Insurance Company; Sun Microsystems; Washington Mutual; and Williams-Sonoma.

Sanjiv Kumar, Ph.D
Managing Director, Human Resource Management, Buck Consultants

Sanjiv Kumar has more than 15 years of experience helping companies improve performance by aligning their organizational and people programs and practices with their overall business strategy. His specific areas of focus include talent management, organizational change, and HR strategy and service delivery. Prior to joining Buck, Sanjiv was a director in the Human Capital practice of Deloitte Consulting and, previously, served as the vice president of organization effectiveness for Dynegy, Inc. Sanjiv has presented at professional conferences on a range of HR topics and has taught at the University of Houston and in the EMBA program at Tulane University. He holds a Ph.D. in Management and an MBA. Sanjiv is based in Buck’s Houston office.

ONE telephone connection at ONE physical location
Unlimited listeners from ONE call-in location
Permission to distribute written materials to anyone listening at your location
FREE certificate of attendance for registrant with eligible continuing education credits.
Email and fax updates of breaking news
Subscriber discounts on future purchases

All audio conference registrations and recording orders must be prepaid.