PBM Performance Based Management 1 1112020 Performance Based
PBM : Performance Based Management 1 11/1/2020 Performance Based Management : PBM
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เรมป 2549 National Science and Technology Development Agency 5 11/1/2020 Performance Based Management : PBM
Strategic Planning Alliance Pre-SPA approach Strategic Sub Clusters RDDE TT TT HRD Infra Int. Mgt. RDDE TT Clusters National HRD Infra Programs Essential Int. Mgt. RDDE TT TT HRD Infra Int. Mgt. NSTDA strategic areas Internal Management Deliverability Individual / Fragmented outputs Introduced in 2006 fiscal year, Strategic Planning Alliance (SPA) has been NSTDA’s most important strategic re-structure. This enabled multi-disciplinary research that respond to Thailand’s strategic 12 clusters, while improving on core competencies. 11/1/2020 Performance Based Management : PBM 12
ความเชอมโยงงานของ National Economic and Social Development Plan แผนพฒนาเศรษฐกจ และสงคมแหงชาต สวทช. และผลกระทบตอประเทศ ผลกระทบ (x 500( Science and Technology Strategies ประเดนยทธศาสต รดานวทยาศาสต รและเทคโนโลย Cluster Management ผลผลต (outputs) NSTDA SPA (Program Based) 8 Clusters 11/1/2020 ถายทอดผลผลต ไปสผลลพธ (มลคา x 10( Program 1 Program 2 9 Strategic Sub Clusters 20 Sub Clusters & 16 Essential programs Performance Based Management : PBM 14
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Our Core Values N: Nation First A: Accountability NSTDA D: Deliverability S: S&T Excellence T: Teamwork 18 11/1/2020 Performance Based Management : PBM
NSTDA HR Strategy Framework Budget year 2549 -2553 Competency Based Management : CBM Performance Based Management : PBM Strategic HRD Core & Functional Competency HRSS and e-HR/HRIS IADP & Rewards Personnel Data Time Attendance Goal Setting & Deployment System Middle Mgt. Training & Dev. R&D Management Training & Dev. HRD & Recruiting Welfare & ER IADP (Individual Action & Dev. Plan) Incentives HRD & Competency & Rewards Promotion System Career Development Talent Mgt & Sucessor & Watch List 11/1/2020 Personnel Operations Performance Based Management : PBM Recruitment Payroll System Performance Appraisal REGULATION 19
NSTDA HR Strategy Roadmap 2549 2550 2551 2552 2553 2554 Core Competency Assessment Competency Based Management : CBM Position Structure R&D Functional Competency Core Competency Performance Based Management : PBM Salary Structure IADP & Rewarding IADP System Core Value HRSS 2 Personnel Operations All Assessment Functional Competency . Talent. Successor. Watch list Strategic HRD : MMP Career Development All Functional Competency HRSS 1 Promotion System Improvement Regulation e-HR & HR Application e-HR 2549 2550 2551 2552 2553 Continuing Process Improvement 11/1/2020 Performance Based Management : PBM 20
HRM & Career Management Objective Acquire Employee Performance Develop Motivate Retain Process • Recruit & Selection • Career Management • Training & Development • Performance Mgt. • Compensation • Welfare & Benefit • Labor Relation 22 11/1/2020 Performance Based Management : PBM
Perspective of Personal Evaluation ���� (Behavior) ������� (Potential) �������� (Result or KPI) 23 11/1/2020 Performance Based Management : PBM
���������� ��� Performance Based Management IADP : Individual Action & Development Plan 24 11/1/2020 Performance Based Management : PBM
PBM : IADP 1. Concept & Principle 2. IADP Component , Form & Process 3. IADP Deployment & Alignment 4. KPI setting principle 5. Coaching & Feedback 25 11/1/2020 Performance Based Management : PBM
IADP Concept & Principle 26 11/1/2020 Performance Based Management : PBM
What is PM? • A systematic approach to improve and develop the performance and competence of individuals and teams in order to increase overall organization effectiveness. 11/1/2020 Performance Based Management : PBM 27
PM built on the following… • When people (individuals and teams) know and understand what is expected, and take part in forming the expectation, they will try their best to hit the target • Capacity to meet expectation depends on employee capability, level of support by mgt, processes, system, and resources given 11/1/2020 Performance Based Management : PBM 28
IADP : the method to achieve Performance Management System DRIVE ������ High Performance ������ & Right Behavior � 11/1/2020 IADP 51 Communication Performance Based Management : PBM NSTDA Goal & KPI with BSC DRIVE Success of NSTDA ������ IADP 30 30
การถายทอดการสรางผลงานตามทศทาง และเปาหมายขององคกร VISION Core VALUE /NSTDA COMPETENCY MISSION CORE COMPETENCY POLICY / STRATEGY BSC/GOAL CORPORATE KPI G A P INITIATIVE / PROGRAM / PROJECT / BUDGET KPI ระดบศนยฯ / CLUSTER PROGRAM FUNCTIONAL COMPETENCY KPI ระดบหนวยงานยอย / PROJECT ACORSS THE BOARD KPI ระดบบคคล / ทม G A P 11/1/2020 IDP High Performance & Right Behaviour Employees Performance Based Management : PBM IAP 31
IADP Component Form & Process 33 11/1/2020 Performance Based Management : PBM
IADP’ 51 Form Component Individual Action Plan Form (IAP=100%) : Individual KPIs 70 % Functional Role & Responsibility NSTDA Behaviors 30 % Core Value : 1. 1 Strategic Yearly Plan N-S-T-D-A 1. 2 Functional Improvement Quality Additional Contribution Safety & Environment 11/1/2020 Performance Based Management : PBM Individual Development Plan Form (IDP) : • IAP Support • Strengths • Development Opportunities • Competency Gap 34
IDP Sources Core Competency Assessment Results IAP (KPI) Performance Appraisal Results IDP Career Path Succession Plan 11/1/2020 Performance Based Management : PBM 41
IADP Online https: //central. nstda. or. th/iadp 11/1/2020 Performance Based Management : PBM 42 42
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IADP’ 51 Form 44 11/1/2020 IADP 51 for Working Team Performance Based Management : PBM
IADP’ 51 Form ����� IAP (KPI) , Career Path, Past Performance 11/1/2020 Performance Based Management : PBM 45
IADP Deployment & Alignment 47 11/1/2020 Performance Based Management : PBM
การถายทอดตวชวดมาถงระดบบคคล NSTDA Strategic KPIs ���. National Center Strategic KPIs ��. ����� Top Exec Level Direct report ��� ��. Layer 1 ����� /��. ���� /����� /Individual NSTDA VP Strategic KPIs ���. /��. ���� Direct report ��. ���� /����� /Individual Layer 2 IADP (Individual Action & Development Plan) 49 11/1/2020 Performance Based Management : PBM
Alignment & Translation to IADP International Publication NSTDA “BSC” National Center Directors Deputy Department / Researcher 2 [project mgr] Lab/งาน 11/1/2020 submitted 15 5 Lead: IP system initative Lag: 1 Publication submitted Lead: 3 Conference papers; 3 qualified advisers recruited; 2 good-potential students signed up Lag: 1 Conference papers o. Prototype v. 2 finished o 2 Technical reports o. Report drafted o. Test result known o. Testing approved o. Literature searched Performance Based Management : PBM Internal Customer satisfaction index 90% Average 90% Lead: SLA development initiative Lag: 1 Sat. Index 90% Lead: SLA Initiative done Jan. 07 80% on SLA Feb. to Sep. 07 Response within 24 h: 90% of issue Lag: Response within 24 h: 90% of issues Lead: 3 # anomaly issue solved # complaint solved 50
KPI setting Principle 51 11/1/2020 Performance Based Management : PBM
Setting Standards And Goals ���� “������� ” ��� “���� ” ���� 53 11/1/2020 Performance Based Management : PBM
Setting Standards 54 11/1/2020 Performance Based Management : PBM
Setting Standards 55 11/1/2020 Performance Based Management : PBM
Standard and Goals 56 11/1/2020 Performance Based Management : PBM
Standard and Goals 11/1/2020 Performance Based Management : PBM 57
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Coaching & Feedback 64 11/1/2020 Performance Based Management : PBM
Coaching for Success 2 Roadmaps of coaching process 1. Coaching for work improvement - to help employee IMPROVE his/her ability and/or drive for a task/KPI 2. Delegating for Development - Working with employees to help them acquire and develop NEW skill 65 11/1/2020 Performance Based Management : PBM
Rules for Giving Feedback • Give it for the right reason • Be descriptive and specific • Describe the consequences of the individual’s behavior • Make it timely – Supportive Feedback vs Corrective Feedback • Avoid overload 66 11/1/2020 Performance Based Management : PBM
5 steps to Feedback 1. State the purpose of the meeting and highlight what will be discussed. 2. Ask the employee to discuss his/her own performance 3. Share your perception of the employee’s performance 4. Jointly review current objectives 5. Develop an action plan and contract for leadership 67 11/1/2020 Performance Based Management : PBM
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