PSY 645 Group Project Presentation FINAL V1

Summary

Achievers Consulting Team (ACT) presents a comprehensive approach to implementing performance management systems for Deote, a global leader in consulting services. With over 50 years of combined experience, ACT’s experts specialize in coaching, diversity, and organizational psychology. The presentation covers a variety of topics including job analysis, pay incentives, and performance appraisal systems. ACT aims to align Deote’s performance strategies with its mission of fostering a supportive and high-performing culture. The team emphasizes a blend of tangible and intangible rewards, and a strategic focus on continuous employee development and satisfaction. The session concludes with a Q&A, opening the floor to discussions.

Takeaways

• 😀 Achievers Consulting Team (ACT) brings 25 years of experience and expertise in performance management system implementation.
• 😀 The ACT team includes professionals with specialized skills in coaching, diversity, equity, inclusion, organizational psychology, and employee engagement.
• 😀 Deote is a global leader in audit, consulting, tax, and advisory services, committed to diversity, employee growth, and high performance.
• 😀 ACT’s implementation plan involves a comprehensive nine-step performance management process, including strategic planning, job analysis, performance execution, and reviews.
• 😀 Job analyses for key positions at Deote (Director, Associate Director, Supervisor, and Administrative Assistant) help align roles with organizational goals and performance standards.
• 😀 Pay for Performance (PFP) systems enhance employee motivation by linking compensation to individual and organizational performance, fostering higher performance levels.
• 😀 Deote's incentive pay strategy includes bonuses, stock options, and merit-based rewards for leadership and staff, ensuring alignment with performance outcomes.
• 😀 Deote’s commitment to its employees is demonstrated through a strong culture of inclusion, career development, and rewards that promote a high-performance environment.
• 😀 The use of tangible rewards (like tuition reimbursement and bonuses) and non-tangible rewards (like flexible work schedules and team-building activities) is key to employee motivation at Deote.
• 😀 The performance appraisal system should include clear performance goals, employee feedback, and actionable developmental plans to ensure continual improvement and alignment with Deote’s strategic objectives.

Q & A

What is the core focus of Achievers Consulting (ACT)?

Achievers Consulting (ACT) specializes in performance management system implementation, with a focus on improving employee engagement, organizational alignment, and strategic goal achievement.

How much combined experience do the team leads at ACT have in consulting, coaching, and HR?

The team leads at ACT have over 50 years of combined experience in consulting, coaching, and HR, specializing in performance management system implementation.

What is the role of Omita Kilibru in the team, and what expertise does she bring?

Omita Kilibru is a coaching expert with over 25 years of experience. She specializes in diversity, equity, inclusion, and belonging frameworks, as well as employee engagement, which is crucial for the successful implementation of performance management systems.

How does Michelle Archerald's background contribute to the implementation of performance management systems?

Michelle Archerald brings 12 years of experience in various departments within the CUTUNI system, where she specialized in developmental plans for students with disabilities and worked with students facing socioeconomic challenges, providing valuable insight into employee development and support.

What is Michelle Small’s area of expertise, and how does it relate to performance management?

Michelle Small specializes in Industrial-Organizational (IO) psychology and focuses on performance measurement, organizational development, and employee motivation, all of which are key components in building a successful performance management system.

What is the nine-step performance management process that ACT uses?

The nine-step performance management process includes strategic planning, job analysis, performance planning, performance execution, performance assessment, and feedback to ensure the alignment of employees' efforts with organizational goals.

What is Deote's primary mission and purpose as described in the presentation?

Deote's mission is to foster trust and confidence in promoting a more equitable society, helping employees exceed expectations, and providing tools for career growth while building strong relationships with clients.

What type of compensation structure does ACT recommend for Deote's employees?

ACT recommends a pay-for-performance (PFP) compensation structure, where pay varies based on individual and organizational performance. The system includes bonuses, incentive pay, and performance-related rewards to motivate employees.

What are some of the tangible and intangible rewards recommended for Deote employees?

Tangible rewards include bonuses, stock options, and gym membership reimbursements, while intangible rewards may include flexible work schedules, work-from-home opportunities, values awards, and promoting positive staff relationships.

Why is a performance appraisal important in a performance management system, and what should it include?

A performance appraisal is essential for linking individual goals with organizational objectives. It should include employee information, competencies, standards, objectives, behavioral indicators, achievements, developmental needs, and feedback from both the employee and evaluator.