This webinar explains and defines what goal based performance management (GBPM) consists of and how it can benefit your organization including how (GBPM) ties in with other HR systems such as compensation and succession planning.

This webinar covers how to introduce a goal based system of performance management to employees. Setting goals and implementing a goal based performance system often implies to employees and supervisor that their jobs will be changed drastically.

There are some employees that will forcefully oppose the setting of goals in their jobs. This webinar covers the pushback an employer may get upon changing the performance management system to incorporate goal setting.

This webinar also covers how to counteract the pushback from supervisors that is often stronger than that from employees. For supervisors, goal based performance management implies accountability beyond just writing the occasional Performance Review upon tiring of HR’s complaining. Now a supervisor has responsibility for administering the goals of a plan they designed which can be daunting to many.

This webinar also gives tips on how to choose a web-based, on-demand technology system and vendor.

Companies spend an enormous amount of time, energy and resources every year to set organizational goals. Whether those goals are met will largely be determined by the efforts of its biggest asset - its people. To meet every goal, a company needs every employee to help in their attainment. Why then do so many companies choose to not drive and communicate those goals throughout the organization? Why do so few companies put in place a reward system for employees who help the company meet its goals?

Because as Yogi Berra famously said, "If you don't know where you are going, you will wind up somewhere else." In business, that "somewhere else" employees can go in the absence of having goals, can cause the business, detrimental, if not damaging effects.

Most employees want to know what they can do today in their jobs that will help the company be successful tomorrow. Especially high performing employees who want to work on projects that will also achieve rewards for themselves such as promotions, prestige or salary increases. When high performers don’t have goals, they do wind up somewhere else and their "somewhere else" may be your competitor.