This framework is developed by a team of former McKinsey and Big 4 consultants. The presentation follows the headline-body-bumper slide format used by global consulting firms.
Explore proven Performance Improvement frameworks crafted by ex-McKinsey and Big 4 consultants. Enhance organizational effectiveness with actionable insights. Performance Improvement is a 35-slide PPT PowerPoint presentation slide deck (PPTX) available for immediate download upon purchase.
A number of approaches have been developed over the years to enable employees to perform better in whatever endeavor they undertake.
The organizational perspective on Performance emphasizes on the fact that the output which results from conducting a series of activities should be valued by the receiver. The are numerous methodologies and models over the years that focus on Performance Improvement within the business or organizational context.
This PowerPoint presentation discusses at length 2 such Performance Improvement models that take distinctive approaches to improving Individual and Organizational Performance.
1. Performance System Model – The Performance System Model considers Performance the result of exchanges between various systems, including people, processes, technology, and culture. Emphasis of this model is on improving Organizational Performance by examining and optimizing the many systems and processes within the organization.
2. Performance Drivers Model – The Performance Drivers Model, on the other hand, puts spotlight on identification of critical drivers of Performance at the individual, team, and organizational levels. Combination of factors, such as skills, knowledge, motivation, and resources, drive Performance as per the Performance Drivers Model.
Organizations can develop targeted strategies to improve their overall Performance by understanding various systems and drivers. Both the Performance System and Performance Drivers Models offer unique perspectives on Performance Improvement.
This PowerPoint presentation on Performance Improvement also includes a look at the various levels at which Organizational Performance is affected from the macro global to employee level. It also includes PowerPoint slide templates for you to leverage within your own business presentations.
This presentation also delves into the critical role of feedback in the Performance System Model, highlighting how both value and performance feedback loops are essential for continuous improvement. It emphasizes the importance of aligning inputs, processes, and outputs to adapt to varying conditions and enhance overall performance. The Performance Drivers Model is dissected to show how external and internal factors, such as resources and skills, influence performance outcomes. This PPT is an indispensable resource for executives seeking to implement robust performance improvement strategies within their organizations.
This PPT slide outlines 3 approaches to enhancing performance: cost reduction, value enhancement, and a combination of both. The first approach focuses on minimizing activity costs through strategies like reducing service delivery downtime and optimizing resource allocation. The second approach emphasizes increasing the perceived value of results, illustrated by technological advancements such as the iPhone's feature evolution and washing machines with preset cycles for improved usability. The third approach merges cost reduction with value enhancement, exemplified by banks introducing ATM machines, which cut labor costs while providing customer convenience. These strategies are essential for achieving operational excellence and customer satisfaction.
This PPT slide presents a framework for understanding organizational performance across 4 levels: Employee, Job, Workplace, and Global. The Employee Level emphasizes individual capabilities and engagement, while the Job Level focuses on specific roles and responsibilities. The Workplace Level encompasses the environment and culture, and the Global Level reflects broader organizational and market dynamics. Organizations often mistakenly prioritize improvements solely at the Employee Level, assuming that enhancing individual performance will lead to better overall results. This framework challenges that notion, highlighting the necessity of addressing all 4 levels to achieve meaningful performance improvement. Analyzing performance across these levels allows organizations to identify enhancement areas and implement targeted strategies for sustainable improvements.
This PPT slide outlines key elements of a performance system, categorizing components into Inputs, Conditions or Business Environment, Value Feedback, and Performance Feedback. Inputs include essential resources like data, materials, labor, time, and money, with quality and timeliness being critical for optimal performance outcomes. Conditions or Business Environment refers to external factors such as market demand and competition that impact performance, necessitating organizational adaptability. Value Feedback encompasses insights from stakeholders about the results produced, informing strategic adjustments and long-term planning through metrics like sales growth and customer churn. Performance Feedback involves internal assessments during work processes, focusing on quality control and resource allocation. Aligning inputs, processes, and outputs while adapting to conditions enhances organizational performance and supports continuous improvement.
This PPT slide presents 2 models for performance enhancement: the Performance System Model and the Performance Drivers Model. The Performance System Model focuses on the interconnectedness of organizational systems, emphasizing that performance arises from the interactions between people, processes, technology, and culture. It advocates for a holistic view to optimize internal systems. In contrast, the Performance Drivers Model identifies key performance drivers at individual, team, and organizational levels, highlighting skills, knowledge, motivation, and resources as critical factors. Both models provide frameworks for organizations to analyze internal dynamics and improve performance outcomes, catering to different aspects of performance enhancement.
The Performance System Model consists of 3 phases: Input, Process, and Output. The Input phase includes resources such as knowledge, skills, culture, and tools, along with external factors like government regulations, market trends, and economic conditions. The Process phase encompasses activities like communication, collaboration, and decision-making, which transform inputs into outputs, directly affecting organizational performance. The Output phase focuses on productivity, quality, and customer satisfaction, reflecting the effectiveness of inputs and processes. Feedback loops are essential for continuous improvement. This model provides a framework for understanding the interaction of internal processes and external conditions to enhance organizational performance and operational efficiency.
The Performance Drivers Model identifies factors influencing organizational and individual performance, categorized into internal and external groups. Internal factors include information (goals, guidelines, feedback), resources (materials, equipment, time, work process design), and incentives (non-financial rewards, performance-based compensation). External factors encompass skills, knowledge, capabilities, and motives, with sub-factors like know-how, experience, and training essential for skill development. Mental, physical, and emotional capacities are critical in capabilities, while motives highlight the importance of desire and willingness to engage in work. By addressing these drivers, organizations can enhance performance and achieve strategic goals, making this model a practical tool for diagnosing performance issues and implementing targeted improvements.
This framework is developed by a team of former McKinsey and Big 4 consultants. The presentation follows the headline-body-bumper slide format used by global consulting firms.
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