Assignment- Week 1

Title: Performance Management System

TABLE OF CONTENT

Introduction .1

Theoretical Background .2

Case Study: TALEO CASE STUDY-United Health Group .3

Business process: Employing the self-service model for successful .3.1
staffing management
The evaluation process .3.2
Integration is key to the selection process .3.3
Conclusion .4
References
 Introduction .1

The tactical procedure created to make sure that actions, behavior and outputs of
workers are in line with mission, goals and plans of the company can be termed as
performance management. To ensure that worker’s performance adds up to the
attainment of the company’s goals and the fulfillment of the mission of company is
the main objective of performance management. Performance management describes
as to which all elements of performance are pertinent to the efficiency of the company
and then through performance appraisal assesses those factors and finally gives
feedback to workers by way of performance feedback meetings (Nankervis &
.(Compton, 2006: 83-101

Theoretical Background .2

In order to determine that whether or not the human resource professionals thought
that there have been any major changes in the design, application and usefulness of
performance management systems in the companies of Australia from the time of
preliminary researches, a number of researches were carried out previously. Also it
was supposed to determine whether these type of changes can depict and strengthen
the modern human resource management theory (Thomas & Bretz,1994: 28-34). The
globalization demands, higher regional rivalry, rationalization of industry and a
largely more supportive industrial relations atmosphere were thought to have boosted
workers to revamp their PMS or performance management system’s structure to
mirror their competitive imperatives and to facilitate closer connections among a
particular person, group and company’s goals and results. On the whole the
deductions of the research can in a better way be explained as mixed with proof that
significant amendments have been carried out in terms of the utilization, objective and
nature of PMS and more optimistically, that higher tailored and integrated models are
offered for the times to come. Indications are there that companies, particularly the
ones that make use of the balanced scorecard as the connection among company and
particular worker objectives are genuinely trying to apply the strategic HRM program
within their companies by way of performance management and it seems quite
.probable that in the times to come these imperatives would increase

Case Study: TALEO CASE STUDY-United Health Group .3

Business process: Employing the self-service model for successful staffing .3.1
management

A pioneering organization in the health and well being sector that offers services and
products associated with multiple health care to approximately 35 million people in
America and has a employee strength of 29000 well trained people, is United Health
Group. As per Fortune Magazine, United Health Group is among the most accepted
and admired health care organizations in America. “The company’s objective is to
coalesce exceptional clinical insight with customer friendly services and superior
technology to aid person attain best possible health”. Global Health Group works
across five different business sectors and provides services varying from network
based health care for small, medium and big organizations, global drug development
and for the pharmaceutical and biotech sectors providing marketing services and for
the firms which work in the health care and well being sectors it offers investment
.capital for beginners and initial stage firms

By making use of advanced technology in its own industry the company had attained
considerable advantages and it believed that alike advantages can be realized to the
company by putting into practice more developed technology for the company’s HR
department. In 2000 United Health Group acknowledged the unexploited strength of
human resources in the company and started a program which will make the human
resources department independent from the responsibility of administrative dealings
and facilitate in the organization’s shift to a strategic corporate partner. A proposal
was created by the group, structured directly on the central values of the organization
which were drafted in the firm’s rules of the road, crafted by Bill McGuire, who was
the founder of the organization. As per him the organization would nurture policies
and characteristics which value and incentivize working jointly and give incentives to
entrepreneurial qualities like determination, creativity, calculative risk taking and
.speed

United Health Group human resources leaders initiated a daring plan in line with the
above mentioned standards, crafted on the decision to mechanize and outsource
transactional HR’s 105 functions. United Health Group has a program, HR Direct,
which is a leading edge, self-service system which authorizes management as well as
workers with the capability to manage their own career development and well being.
The recruiting people, hiring managers and experts in the company are getting more
.and more advice-giving and concentrated on adding worth
The evaluation process .3.2

The Request for Proposal or RFP process was lead by Thomas Valerius who is the VP
of Recruitment Service at United Health Group. After cautiously performing the due-
diligence and study, they finally called 10 agencies and made a selection group
consisting of people from human resources as well as information technology. The
selection group assessed the suppliers looking at a web based answer which will bring
the philosophy of the company and vision of a self service system in line. The vendors
- were assessed on five main aspects which are
PeopleSoft HRIS incorporation potential.1
System functionality or technology.2
Vendor’s financial standing and stability.3
References from other organizations in the surrounding neighborhood.4
Implementation approach or professional services offering.5
Integration is key to the selection process .3.3

Thomas Valerius said while showing the organization’s strong wish to draw and keep
the best employees that they had been able to locate the ideal associate in Taleo, by
way of its experts who have s good capability to comprehend technology and services
required for efficient staffing management. He was of the view that Taleo’s strategy
that includes self service mechanization is totally aligned with the long term
requirements of United Health Group. He also said that the ability to integrate was
undoubtedly the largest section of RFP process and there were a number of technical
experts occupied. Further he was amazed at the complicated nature of the integration
and what Taleo put forward to fulfill the requirements of United Health Group
.impressed him

Starting from phase 1 which became live in 2002 to the phase 3 which was lately
implemented Thomas has been highly impressed by the application of the system and
as per him Taleo was chosen since they were looking at the most effective tool which
would adjust with United Health Group’s philosophy and business goals. He also says
that the main decision making factor was the skill to effortlessly integrate to the
company’s PeopleSoft system which is the HRIS system. As per Valerio they were
sure of Taleo’s capability and knew that it had the most complete staffing
management answer which was visibly better than all the others and it will easily go
.along with the HRIS of the company

In addition to the preliminary sectors of concentration, Thomas states that Taleo was
much better in the company’s major objectives for a thriving implementation
– consisted of various aspects
An organized and efficient, online request authorization system allowing self-•
initiation by hiring managers and cooperation with recruiters and other human
.resource people
Answer based on talent which will facilitate a completely no paper process•
.and less administration
Strong reporting ability which will offer for responsibility from everyone•
.concerned in the staffing mechanism
The capability to post to key job boards from single central source and•
.improve the corporate branding

Conclusion .4

The six business segments of United Health Group were covered in three parts as the
implementation approach and solution was started in phases. So as to symbolize the
relevant business sections, a cross functional central team was created. The
application started with change analysis wherein a research was carried out by Taleo
consultants that consisted of a complete review of present practices and notably
analyzed the existing opinions and characteristics of a cross section of the company’s
.hiring managers and recruiting people
 :References
Nankervis, A.R. , & Compton, R. (2006). Performance Management: Theory.1
.in practice? Asia Pacific Journal of Human Resources, 44, 83-101
Thomas, S. L., & Bretz, R.D. (1994). Research and practice in performance .2
appraisal: Evaluating employee performance in America’s largest companies.
.SAM Advanced Management Journal, 59 (2), 28-34
Peters, T. (1987). The new masters of excellence. Niles, IL: Nightingale.3
.Conant Corp