LearnShare Webinar

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LearnShare Webinar

• An example of
• Performance Management Systems
• Pilkington, plc
• presented by Diana Unger, Director - HR

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The situation.

• Headquartered in St. Helens, England
• Previously geographical SBUs
• Rather decentralized in practices
• Example given for US operations only
• Automotive Glass Replacement SBU
• Zero !
• Employee Dissatisfaction
• Immediate change needed!

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Business Drivers

• North American financial performance
• Step Change Program announced in Fall 1999
• Sr. Mgt perception of current process
• no system, only sub processes
• little effect on PNA performance
• Scope
• North American, US operations

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Previous Process
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Redesign Process

• Core Team
• Customer Advisory Board
• Customer Survey
• Identify Root Cause of Problems
• Identify Countermeasures
• Implement
• Evaluate Results

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Previous Cycle - thru March 01
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Results of Internal Survey

• Employees and managers rated effectiveness of
  previous system 66-67
• Poor Timing
• Ratings Not Fair
• Planning not fair/accurate
• Not enough follow-through
• Performance Pay not well-linked
• Training feedback not well linked

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Key Root Causes

• Process is cumbersome
• Steps not aligned with the budget process
• Criteria is not tied to the job expectations
• Lack of training for managers
• Ratings and feedback is coming from a single
  source
• Development actions are not tied directly to job
  expectations and business needs
• Process expectations not clearly set or tracked

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Countermeasures

• Streamline process - intranet, on form
• Change cycle to meet budget, fiscal year process
• Incorporate accountability, SMART in planning
• Train all employees - intranet
• Encourage outside input integrate with 360
  feedback
• Incorporate personal development objectives in
  planning
• Use technology as reference site

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New Cycle - effective April 01
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Additional Components

• AGR implemented e-process
• planning
• mid-yr
• final review
• 0 budget, 100 locations, 215 employees
• MicroSoft Word, password protected files
• On LAN/WAN

Allows HR to monitor quality progress toward
100 ACT plans and reviews HR prepares master
list of personal development objectives for LD
to build activities.
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Integration

• Integrated with Merit Planning
• LD events
• Soon to be
• 360 feedback Global
• LMS planning

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Success Factors

• Disciplined Problem-Solving Process
• Customer Advisory Board
• Intranet technology
• Business Unit ownership
• Electronic systems

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Technology Used

• Internet Explorer 5.0/Intranet
• MicroSoft Word

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Effectiveness

• Employee feedback positive
• Manager feedback positive
• Financials improved
• Employee Survey results
• I know exactly what I need to do to impact the
  business