Manage People Performance

Manage People Performance



Task 1

Performance management links the insights drawn from trusted information to the actions in strategic and operational plans. It sees reports, scorecards and plans not as separate technologies or processes, but as critical partners in managing your organization. IBM is uniquely positioned to take advantage of a performance management approach to business. Compared with larger companies, they have more agility to bring information and people together and respond faster to changing market conditions. They seek efficiency and effectiveness. They must enhance operational performance to confront the challenges they face today while positioning themselves for success in a future economy.

The need to out-innovate larger rivals. IBM is challenged to make decisions fast enough to keep pace with the rate of change or level of turbulence in the economy. Managers know they must monitor company performance closely to minimize threats and maximize opportunities. Yet, they often lack critical information to do the job at the level they require. Good decisions are the building blocks of great business performance. To make the best decisions, IBM need better insights drawn from better information. Business intelligence (BI) provides the information foundation for these better insights. These insights lead to action through improved strategic and operational planning processes. Linking insight to action reports to tangible plans is the heart of performance management.

By linking the insights gained through BI with action-based planning, IBM can use performance management to understand the issues influencing business performance and marshal the resources to deal with them effectively. With a performance management solution, managers are better able to address the critical business elements of growing revenue, reducing operating costs and improving processes. By performing these functions with greater agility than larger rivals, they can level the playing field with larger competitors.

IBM understand the need to make solid and informed business decisions. Yet, creating a decision culture isn't easy. The technologies many people rely on spreadsheets, databases and desktop systems produce data silos in disconnected systems. This reduces the usefulness of the information for decision-making, which in turn compromises better performance. At the same time, the volume of data and the number of data sources are growing. Users grapple with too much information. They cannot easily access, view and use the right information for decision-making. IT staffs are challenged to provide solutions that enable productivity and agility in the face of market and customer demands. IBM typically lack the full complement of staff, experience, infrastructure, time and/or budget to select, implement, deploy and manage applications and toolsets.

Task 2

Engaging in organizational planning and working to implement change can be a difficult process; it can be daunting and unpredictable. Managers often wonder where to begin, what to take into account, how to overcome resistance, and how to ensure the changes made will be successful. FOH's services are available to help organizational members create plans, improve processes, assess training needs, and institute change. Whether dealing with internal change to revitalize an organization or the changes associated with the merging of two ...