Ready To Lead – Managing Peak Performance at Hitachi

Summary

This video outlines Hitachi's Global Performance Management (GPM) process, which aligns organizational and individual goals for continuous improvement. It emphasizes the importance of achieving results through both 'what' (goals) and 'how' (competencies and behaviors). GPM focuses on three core competencies—People Champion, Customer and Society Focus, and Innovation—to drive growth, inclusion, and innovation. Key elements include cascading goals, regular coaching and feedback, and fostering a growth mindset. The process supports personal and organizational transformation, ensuring employees stay motivated and engaged in achieving Hitachi's mission to be a global leader in social innovation.

Takeaways

• 😀 GPM (Global Performance Management) aligns organizational and individual goals to ensure continuous improvement through ongoing communication between managers and employees.
• 😀 Performance in GPM is measured by both 'what' (results) and 'how' (competencies and behaviors) employees achieve their goals.
• 😀 The 'what' refers to the results of individual goals, while the 'how' refers to the behaviors and competencies demonstrated in achieving those results.
• 😀 GPM contributes to organizational and individual growth, with a focus on transforming Hitachi into a global leader in social innovation.
• 😀 The vision of GPM is to achieve high employee engagement and motivation by aligning organizational strategies with individual goals.
• 😀 Three key features of GPM include cascading goals, competencies, and coaching/feedback, each essential for performance management.
• 😀 Cascading goals ensure alignment between organizational strategies and individual goals, driving organizational contributions.
• 😀 The three new core competencies at Hitachi are: People Champion, Customer and Society Focus, and Innovation, each focused on driving sustainable growth.
• 😀 People Champion emphasizes safety, trust, and inclusivity, while Customer and Society Focus integrates societal challenges into business decisions, and Innovation promotes creativity and agility.
• 😀 Competencies are critical for driving Hitachi's culture, fostering a growth mindset, and ensuring motivation and transparency in performance management.
• 😀 Coaching and feedback are key components of GPM, emphasizing two-way communication between managers and employees to encourage development throughout the performance cycle.

Q & A

What is Global Performance Management (GPM) at Hitachi?

GPM is a business process designed to align organizational and individual goals, ensuring continuous improvement through ongoing communication between managers and employees. It leads to both business goal achievement and personal growth, contributing to the growth of Hitachi Group.

What are the two main aspects of performance in GPM?

Performance in GPM consists of the 'what' and the 'how.' The 'what' refers to the results and individual goals, while the 'how' focuses on the behaviors and competencies demonstrated to achieve those results.

How does the concept of competencies play a role in GPM?

Competencies are essential in GPM because they define the expected behaviors required to achieve goals. These competencies include People Champion, Customer and Society Focus, and Innovation, which help guide employees in aligning their actions with organizational objectives.

What is the vision of GPM at Hitachi?

The vision of GPM is for all Hitachi Group employees to contribute to business growth within a common global structure, supported by managers who encourage employee growth and motivation, ultimately leading to high employee engagement and greater achievements.

What is the significance of cascading goals in GPM?

Cascading goals ensure alignment between organizational strategies and individual goals by translating broader business goals down to the individual employee level. This alignment helps ensure that each employee’s performance contributes to the overall success of the organization.

What are the three new core competencies in the Hitachi Group?

The three new core competencies are: 1) People Champion, focusing on employees and inclusive work environments; 2) Customer and Society Focus, addressing not only customer needs but also societal challenges; and 3) Innovation, fostering innovation and challenging the status quo.

Why are competencies important in GPM?

Competencies are important because they help drive Hitachi's culture, foster a growth mindset, and keep employees motivated. They guide behaviors that contribute to organizational goals and ensure that performance aligns with the desired culture and values.

How does GPM encourage personal and professional growth?

GPM encourages growth by setting clear individual goals, providing feedback, and promoting the development of key competencies. Regular communication between managers and employees helps identify areas for improvement, fostering continuous personal and professional development.

What is the role of coaching and feedback in GPM?

Coaching and feedback are integral to GPM, providing a two-way communication channel between managers and employees. This ongoing dialogue encourages development through performance planning, implementation, and review, ensuring continuous improvement.

How does Hitachi ensure that its employees are aligned with its vision of global leadership in social innovation?

Through GPM, Hitachi aligns individual goals with the company’s broader objectives of becoming a global leader in social innovation. This alignment is achieved by cascading goals, fostering competencies that drive growth, and offering regular feedback to ensure continuous progress.