Cummins' Talent Management team is wanting to get feedback and insights on what others are doing around Performance Management. Please answer any questions you feel comfortable answering. Your input is much appreciated. Thanks!
- Can you please describe your overall performance management strategy? Eg: Do you pay for performance?
- Do you have any metrics to measure the “success” of your performance management process? If so, what are they?
- Do you listen to the organization (eg: engagement surveys, reflections from one-on-ones, pulse surveys) to understand the experience around performance process? If so, how and what is the frequency? And who has access to the results?
- What kind of data do you provide to managers that supports their performance evaluation and rating decisions? Eg: Frequency of connects, stakeholder feedback, survey results, etc.
- Do you provide managers aggregate data around performance distributions of their organization/team(s)?
- Do you have technology enabler(s)/automation that provides the data, readily available in the flow of work, to managers? If so, what is that? If not, do you have a manual process to run those data and provide?
- Do you utilize AI in the performance process? If so, please specify.