{"id":232,"date":"2018-02-05T05:25:39","date_gmt":"2018-02-05T05:25:39","guid":{"rendered":"http:\/\/grosum.com\/topTalk\/?p=232"},"modified":"2018-07-11T10:28:11","modified_gmt":"2018-07-11T10:28:11","slug":"tom-haak-performance-management","status":"publish","type":"post","link":"https:\/\/grosum.com\/topTalk\/tom-haak-performance-management\/","title":{"rendered":"Tom Haak, Director, HR Trend Institute"},"content":{"rendered":"<p><a href=\"https:\/\/www.grosum.com\/i\/#\" target=\"_blank\"><img loading=\"lazy\" decoding=\"async\" class=\"alignleft wp-image-233 size-medium\" src=\"https:\/\/grosum.com\/topTalk\/wp-content\/uploads\/2018\/02\/Tom-Haak-high-res-300x300.jpg\" alt=\"Performance Management Interview with Tom Haak, Director, HR Trend Institute - GroSum TopTalk\" width=\"300\" height=\"300\" srcset=\"https:\/\/grosum.com\/topTalk\/wp-content\/uploads\/2018\/02\/Tom-Haak-high-res-300x300.jpg 300w, https:\/\/grosum.com\/topTalk\/wp-content\/uploads\/2018\/02\/Tom-Haak-high-res-150x150.jpg 150w, https:\/\/grosum.com\/topTalk\/wp-content\/uploads\/2018\/02\/Tom-Haak-high-res-768x768.jpg 768w, https:\/\/grosum.com\/topTalk\/wp-content\/uploads\/2018\/02\/Tom-Haak-high-res-1024x1024.jpg 1024w, https:\/\/grosum.com\/topTalk\/wp-content\/uploads\/2018\/02\/Tom-Haak-high-res-1200x1200.jpg 1200w, https:\/\/grosum.com\/topTalk\/wp-content\/uploads\/2018\/02\/Tom-Haak-high-res-594x594.jpg 594w, https:\/\/grosum.com\/topTalk\/wp-content\/uploads\/2018\/02\/Tom-Haak-high-res-250x250.jpg 250w, https:\/\/grosum.com\/topTalk\/wp-content\/uploads\/2018\/02\/Tom-Haak-high-res.jpg 2048w\" sizes=\"(max-width: 300px) 100vw, 300px\" \/><\/a><\/p>\n<p><strong>Tom Haak<\/strong> is the director of the <strong>HR Trend Institute<\/strong> (<a href=\"https:\/\/hrtrendinstitute.com)\">https:\/\/hrtrendinstitute.com)<\/a>. The HR (Human Resources) Trend Institute follows, detects and encourages trends in the people and organization domain and in related areas.<\/p>\n<p>Tom has an extensive experience in HR Management in multinational companies. He worked in senior HR positions at Fugro, Arcadis, Aon, KPMG and Philips Electronics. Tom has a keen interest in innovative HR, HR tech and how organizations can benefit from trend shifts.\u00a0He is also a regular keynote speaker at prominent HR conferences.<\/p>\n<hr \/>\n<h2><\/h2>\n<h2>How important is Performance Management (P.M.) in today&#8217;s high-flux organization?<\/h2>\n<div><span style=\"color: #484848; font-size: medium;\">Performance management is very important.\u00a0<\/span><span style=\"color: #484848; font-size: medium;\">There are several objectives of performance management.<\/span><\/div>\n<p>&nbsp;<\/p>\n<ul>\n<li><span style=\"color: #484848;\"><span style=\"font-size: medium;\">Development. Give people and teams <a href=\"https:\/\/grosum.com\/resources\/index.php\/2017\/07\/10\/how-to-give-instant-feedback\/\" target=\"_blank\">feedback<\/a>, that can be used to become better, for current and future roles.<\/span><\/span><\/li>\n<li><span style=\"color: #484848;\"><span style=\"font-size: medium;\">Direction. Help people and teams to move in the required direction.<\/span><\/span><\/li>\n<li><span style=\"color: #484848;\"><span style=\"font-size: medium;\">Recognition. Give people and teams recognition for their accomplishments and efforts.<\/span><\/span><\/li>\n<li><span style=\"color: #484848;\"><span style=\"font-size: medium;\">Pay. Gather input that can be used to determine the right pay levels, for individuals and teams.<\/span><\/span><\/li>\n<\/ul>\n<p>If done well, the performance management process should lead to an increased engagement and increased the productivity of the teams and the individuals being part of an organization. Too\u00a0<span style=\"color: #484848; font-size: medium;\">many organizations try to meet all four objectives in one process.\u00a0<\/span><span style=\"color: #000000; font-family: Raleway, sans-serif; font-size: medium;\">Recently many organizations have made attempts to redesign their performance management process. What do we see today?<\/span><\/p>\n<ul>\n<li><span style=\"color: #000000; font-family: Raleway, sans-serif;\"><span style=\"font-size: medium;\">The frequency of feedback has gone up<\/span><\/span><\/li>\n<li><span style=\"color: #000000; font-family: Raleway, sans-serif;\"><a style=\"color: #000000;\" href=\"https:\/\/hrtech.community\/category\/growth\/feedback\/\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-size: medium;\">Feedback apps<\/span><\/a><span style=\"font-size: medium;\">, like\u00a0<\/span><a style=\"color: #000000;\" href=\"https:\/\/www.impraise.com\/\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-size: medium;\">Impraise<\/span><\/a><span style=\"font-size: medium;\">\u00a0and\u00a0<\/span><a style=\"color: #000000;\" href=\"https:\/\/truqu.com\/\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"font-size: medium;\">TruQu<\/span><\/a><span style=\"font-size: medium;\">, are gaining traction<\/span><\/span><\/li>\n<li><span style=\"color: #000000; font-family: Raleway, sans-serif;\"><span style=\"font-size: medium;\">Using multiple raters (360) is becoming mainstream<\/span><\/span><\/li>\n<li><span style=\"color: #000000; font-family: Raleway, sans-serif;\"><span style=\"font-size: medium;\">A move away from ratings (but some early adapters are already moving back\u2026)<\/span><\/span><\/li>\n<li><span style=\"color: #000000; font-family: Raleway, sans-serif;\"><span style=\"font-size: medium;\">A focus on \u201cGood conversations\u201d<\/span><\/span><\/li>\n<li><span style=\"color: #000000; font-family: Raleway, sans-serif;\"><span style=\"font-size: medium;\">A tendency to make the feedback more superficial (\u201cGood job!\u201d)<\/span><\/span><\/li>\n<li><span style=\"color: #000000; font-family: Raleway, sans-serif;\"><span style=\"font-size: medium;\">Still relying very much on humans to gather and give the feedback<\/span><\/span><\/li>\n<li><span style=\"color: #000000; font-family: Raleway, sans-serif;\"><span style=\"font-size: medium;\">Still very much an internal focus (\u201cWe have to organize this for our organization\u2019)<\/span><\/span><\/li>\n<li><span style=\"color: #000000; font-family: Raleway, sans-serif;\"><span style=\"font-size: medium;\">Still a desire for a standardized organization-wide solution<\/span><\/span><\/li>\n<\/ul>\n<div><span style=\"color: #000000; font-family: Raleway, sans-serif; font-size: medium;\">The starting point for many organizations is still the organization. How can we make sure our organizational goals are reached? It is difficult to turn this around and design the processes with the requirements of the employees in the center. Most likely there is a lot of variety in the wishes of the employees, which makes it even more difficult to design processes that can meet the different needs. A real employee-centric organization can do this.<\/span><\/div>\n<div><span style=\"color: #000000;\">\u00a0<\/span><\/div>\n<div>\n<div><span style=\"color: #000000;\"><span style=\"font-family: Raleway, sans-serif; font-size: medium;\">Especially for developmental purposes, feedback needs to be very specific.<\/span><span style=\"font-family: Raleway, sans-serif; font-size: medium;\">\u00a0I think it is too ambitious to expect all team leaders to be able to give high-quality feedback. Maybe it is better to rely on people who have really developed this skill. These performance consultants can be very helpful, especially in helping top performers to become better.<\/span><\/span><\/div>\n<\/div>\n<h2>Whose responsibility is Performance Management?<\/h2>\n<p>This is a joint responsibility of the\u00a0organization (primarily managers) and the employees. HR can help to design the processes and provide access to performance consultants.<\/p>\n<h2>What are the key gaps in current industry practices in managing employees\u2019 performance?<\/h2>\n<div><span style=\"color: black; font-size: medium;\">Many organizations are not employee centric. The focus on a top-down approach, where corporate goals are rolled out. Today it is very important to take the individual wishes, needs, and\u00a0<\/span><span style=\"font-size: medium;\">capabilities of employees into account. An individualistic approach is required, one size does not fit all. Employees want to be listed to. Often their experiences in private life are a lot better\u00a0than at work.\u00a0<\/span><\/div>\n<div><\/div>\n<div><span style=\"font-size: medium;\">On the other hand, organizations can focus too much on individuals. Teams are\u00a0the main building blocks of organizations, and HR\u00a0practices as\u00a0performance management\u00a0should become more team focused.\u00a0<\/span><\/div>\n<h2>What roles can technology play to overcome key recruitment challenges being faced by the industry?<\/h2>\n<div><span style=\"font-size: medium;\">In recruitment,\u00a0technology can play a very big role. Technology can help:\u00a0<\/span><\/div>\n<div><span style=\"font-size: medium;\">&#8211; To determine what the key characteristics are of the top performers you are looking for<\/span><\/div>\n<div><span style=\"font-size: medium;\">&#8211; To source candidates, using the profile, using artificial intelligence. Sourcing will be wider and less biased, resulting in a bigger pool of candidates<\/span><\/div>\n<div><span style=\"font-size: medium;\">&#8211; To automate an speed up the recruitment process, with the help of\u00a0applicant tracking systems and the use of chatbots<\/span><\/div>\n<div><span style=\"font-size: medium;\">&#8211; By using technology, the recruitment process can be faster, more effective and result in a far better candidate experience.<\/span><\/div>\n<h2>What makes a really effective P.M. programme? Any best practices to share.<\/h2>\n<p>An\u00a0effective program does not try to fit all the objectives of performance management in one process.\u00a0An effective program automates workflows as much as possible and uses modern HR tech, also in performance management. Effective processes are employee-centric, and take\u00a0the wishes, needs, and capabilities of employees into account. An\u00a0effective program makes at least a good distinction between goal setting, and performance consulting (helping good people to become better). An effective program should be fun as well!<\/p>\n<hr \/>\n<p><a href=\"https:\/\/goo.gl\/forms\/8D8X07xObsyV8GxG2\"><img loading=\"lazy\" decoding=\"async\" class=\"size-medium wp-image-488 aligncenter\" src=\"https:\/\/grosum.com\/topTalk\/wp-content\/uploads\/2018\/04\/Do-you-want-to-recommend-anyone-for-a-Toptalk-interview_-300x300.png\" alt=\"Do You Want To Recommend Anyone?\" width=\"300\" height=\"300\" srcset=\"https:\/\/grosum.com\/topTalk\/wp-content\/uploads\/2018\/04\/Do-you-want-to-recommend-anyone-for-a-Toptalk-interview_-300x300.png 300w, https:\/\/grosum.com\/topTalk\/wp-content\/uploads\/2018\/04\/Do-you-want-to-recommend-anyone-for-a-Toptalk-interview_-150x150.png 150w, https:\/\/grosum.com\/topTalk\/wp-content\/uploads\/2018\/04\/Do-you-want-to-recommend-anyone-for-a-Toptalk-interview_-768x768.png 768w, https:\/\/grosum.com\/topTalk\/wp-content\/uploads\/2018\/04\/Do-you-want-to-recommend-anyone-for-a-Toptalk-interview_-1024x1024.png 1024w, https:\/\/grosum.com\/topTalk\/wp-content\/uploads\/2018\/04\/Do-you-want-to-recommend-anyone-for-a-Toptalk-interview_-594x594.png 594w, https:\/\/grosum.com\/topTalk\/wp-content\/uploads\/2018\/04\/Do-you-want-to-recommend-anyone-for-a-Toptalk-interview_-250x250.png 250w, https:\/\/grosum.com\/topTalk\/wp-content\/uploads\/2018\/04\/Do-you-want-to-recommend-anyone-for-a-Toptalk-interview_.png 1080w\" sizes=\"(max-width: 300px) 100vw, 300px\" \/><\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Tom Haak is the director of the HR Trend Institute (https:\/\/hrtrendinstitute.com). The HR (Human Resources) Trend Institute follows, detects and encourages trends in the people and organization domain and in related areas. Tom has an extensive experience in HR Management in multinational companies. He worked in senior HR positions at Fugro, Arcadis, Aon, KPMG and [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":234,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[6],"tags":[],"_links":{"self":[{"href":"https:\/\/grosum.com\/topTalk\/wp-json\/wp\/v2\/posts\/232"}],"collection":[{"href":"https:\/\/grosum.com\/topTalk\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/grosum.com\/topTalk\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/grosum.com\/topTalk\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/grosum.com\/topTalk\/wp-json\/wp\/v2\/comments?post=232"}],"version-history":[{"count":9,"href":"https:\/\/grosum.com\/topTalk\/wp-json\/wp\/v2\/posts\/232\/revisions"}],"predecessor-version":[{"id":969,"href":"https:\/\/grosum.com\/topTalk\/wp-json\/wp\/v2\/posts\/232\/revisions\/969"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/grosum.com\/topTalk\/wp-json\/wp\/v2\/media\/234"}],"wp:attachment":[{"href":"https:\/\/grosum.com\/topTalk\/wp-json\/wp\/v2\/media?parent=232"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/grosum.com\/topTalk\/wp-json\/wp\/v2\/categories?post=232"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/grosum.com\/topTalk\/wp-json\/wp\/v2\/tags?post=232"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}