What do you do if performance evaluations are hindering succession planning for ERP professionals?

Rethinking metrics for ERP professionals is a crucial step in fostering long-term growth and effective succession planning. Here's how you can expand on this idea: Shift focus from tasks to capabilities like problem-solving and strategic thinking. Integrate metrics that gauge business acumen and how their work impacts overall strategy. Evaluate leadership qualities like communication and collaboration. Emphasize continuous learning through training programs or certifications. By revamping evaluation metrics, organizations can bridge the gap between performance reviews and succession planning, fostering a culture of continuous learning and development for future ERP leaders.

Se as avaliações de desempenho estiverem atrapalhando o planejamento sucessório dos profissionais de ERP, é importante abordar a questão de forma estruturada e estratégica. Alguns exemplos de quais passos seguir: Identifique os problemas específicos. Comunique-se transparentemente com os profissionais de ERP. Revise o processo de avaliação de desempenho. Forneça treinamento em habilidades de gestão e feedback. Considere a implementação de avaliações 360 graus. Desenvolva planos de desenvolvimento profissional personalizados. Monitore e avalie regularmente a eficácia das mudanças implementadas.

Following steps can be thought of: Identify Performance Metrics Align with Succession Goals Provide Clear Expectations Offer Training and Development Implement Fair and Objective Evaluations Encourage Continuous Feedback Review Succession Plans Regularly Promote a Culture of Learning Address Performance Gaps

ERP Training: Investing in the Future Targeted Development: Bridge skill gaps identified in reviews through focused training. Leadership Focus: Prioritize advanced ERP, project management, and strategic decision-making for future leaders. Investing in the Future: Equip your team for success and ensure long-term organizational strength. By tailoring ERP training to address individual needs and succession planning goals, you invest in your workforce's development. This empowers your team with the skills required to excel in their current roles and prepares them for future leadership opportunities, ensuring the long-term success of your organization.

Bridging the Gap: Performance & Succession for ERP Leaders Traditional performance reviews for ERP professionals often miss the mark on identifying future leaders. Here's how to bridge the gap: Revamp Metrics: Focus on strategic thinking, business acumen, and leadership qualities alongside technical skills. Reward continuous learning through certifications. Create a Feedback Loop: Provide regular, constructive feedback that highlights strengths, identifies development areas, and clarifies expectations for career advancement. This approach transforms performance reviews into proactive development tools, fostering a pipeline of future ERP leaders equipped for the evolving landscape.

Mentorship for Growth: Bridging the Gap in ERP Development Boost Development: Complement evaluations with mentorship for deeper ERP expertise. Unlock Hidden Potential: Pair mentees with mentors for knowledge & leadership transfer. Succession Powerhouse: Mentorship fosters future ERP leaders through personalized career guidance. By integrating mentorship with performance reviews, you create a well-rounded development program. Mentors provide ERP professionals with invaluable insights and leadership skills that go beyond traditional evaluations, accelerating their growth and positioning them for future leadership roles within the organization. This approach strengthens your succession planning and ensures a pipeline of qualified ERP talent.

Fostering Future ERP Leaders: A Collaborative Approach Traditional performance reviews often fall short in identifying future ERP leaders. To bridge the gap, organizations must implement a multi-pronged approach: Revamp Metrics: Shift focus to strategic thinking, business acumen, and leadership qualities alongside technical skills. Encourage continuous learning. Create a Feedback Loop: Provide regular, constructive feedback that guides development towards leadership roles. Foster Inclusive Dialogue: Hold open conversations to understand career aspirations and align them with the organization's needs.

Según mi experiencia es importante antes de establecer cualquier métrica de evaluación de desempeño el construir las bases que permitan asegurar la sostenibilidad y alineamiento a la visión empresarial y ello se logra a través de la inclusión de la evaluación de desempeño en el Balanced Scorecard, luego es importante incluirlo paulatinamente en la cultura empresarial. According to my experience, it is important before establishing any performance evaluation metric to build the foundations that ensure sustainability and alignment with the business vision and this is achieved through the inclusion of the performance evaluation in the Balanced Scorecard, then it is It is important to gradually include it in the business culture.