Mercer Short Duration Fixed Income Fund Class Y-3 · NASDAQ:MSDYX
Mercer Short Duration Fixed Income Fund Class Y-3 — Mercer — 23rd Mercer webinar: How Super Heroes can drive performance when money is tight (July 2020)
15 slides from Mercer Short Duration Fixed Income Fund Class Y-3's conference presentation, Jul 23, 2020
Slide 1: How Super Heroes can drive performance when money is tight
~? * MERCER How Super Heroes can drive performance when money is tight Dr. Sebastian Fuchs & Varun Khosla 23 July 2020 welcome to brighter
Slide 2: Our speakers today
Our speakers today @% MERCER Dr. Sebastian Fuchs Senior Principal - Mercer Head of Workforce Advisory Practice IMETA Head of Abu Dhabi Office Mobile: +971 (0) 56 502 4470 Email: sebastian.fuch: Varun Khosla Principal - Mercer Head of Executive Rewards Mobile: +971 (0) 56 404 4155 Email: varun.khosla
Slide 3: Webinar logistics
Webinar logistics © B © és @% MERCER This session will be recorded and the presentation will also be shared with you. We will ask you to participate in multiple polls. We look forward to your participation in the chat and the Q&A. Attendees’ microphones are by default muted. Please just activate the
Slide 4: Agenda
Agenda @% MERCER . Setting the scene Key issues in performance management due to COVID-19 . Applying techniques to keep performance levels up Company exhibit: Aramex Question & answer session For further information please visit us at: ‘in| @MercerMiddleEast , #futureofwork
Slide 5: Base Salary Reductions Allowances
30% 25% 27% 20% 22% 15% 15% 14% 10% 9% 8% 5% 0% Base Salary Allowances Benefits Revisions Short Term Commission Long-Term Reductions Reductions Incentive changes changes Incentive changes
Slide 6: How employees' careers are impacted by COVID-19
How employees' careers are impacted by COVID-19 How companies are planning to modify their performance 35% management frameworks in light of COVID-19 30% 29% 25% 27% 20% 22% 15% 10% 12% 5% 8% 3% 0% Employees Promotions There are no Employees Demotions Promotions assigned more have been put changes m
Slide 7: Key issues in performance management due to COVID-19
Key issues in performance management due to COVID-19 Key considerations of Performance Management Negative effects on: 1. Employee reward outcomes heavily dependent on Work financial performance of organization sas 2. Rewards and STI schemes key levers to drive » motivation individual performance, e
Slide 8: Recognizing performance
an Recognizing performance Stretch assignments and re-deployment Behavioral focus in performance management Increasing quality and quantity of feedback ome) a
Slide 9: 1. Recognizing performance
1. Recognizing performance Formal and informal recognition can support talent management for no or limited cost to the company Employee Engagement Retention/Turnover Talent Management Culture Management Recognition is an immediate way of recognizing outstanding achievements that reflect the values o
Slide 10: 1. Recognizing performance
1. Recognizing performance WP Recognition can be given for many different reasons and in many different forms There are many reasons for recognition... ...and many ways to assign recognition = Extraordinary achievements = Promotion/Performance rating * Going the extra mile = Employee of the month/qu
Slide 11: 2. Stretch assignments and job re-design
ee 2. Stretch assignments and job re-design e) Additional Giving additional responsibilities to employees for positions which have become vacant due responsibilities to layoffs/restructuring Internal rotation Creating voluntary job rotation programs across business lines, geographies and inviting pr
Slide 12: 3. Behavioral focus in performance management
3. Behavioral focus in performance management Usual approach and criteria 1. 2. Heavily output driven Key on what was achieved, not how it was achieved Focus on KPI measurement SMART-C objectives are set and measured ‘Objective’ data is used Quantitative data derived from systems Mainly determined b
Slide 13: 4. Increasing quality and quantity of feedback
4. Increasing quality and quantity of feedback Frequent check Frequent check-point meetings to: point meetings = Increase communication ae = Establish clear expectations = Reinforcing performance and behaviors = Improving unsatisfactory performance and = Fostering a spirit of cooperation and teamwor
Slide 14: Aramex has 'doubled down' on performance management
. . aramex Aramex has ‘doubled down’ the performance management to drive a detected high performance organization The Aramex approach... Enabling Peak Performance drives the following... Enabling Peak Performance (EPP) Variable Compensation pe Resstinancial targets pe Recommunicateprocess > Promotio
Slide 15: Thank you for your time
~? * MERCER Thank you for your time. Any questions are most welcome! welcome to brighter