Employee Performance Management ProcessJuniper Networks, Inc.
AGENDA•Introduction and Juniper Networks Overview •Performance Management Process Overview•Performance Management Practices at Juniper Networks•Gap Analysis•Recommendations•Conclusion
Juniper Networks, Inc. Overview•Founded in February 1996 by Pradeep Sindhu•Headquartered in Sunnyvale, CA•Incorporated 1999•Key member in the market for networking products•Operations in more than 100 countries•Business split - United States (50%),Europe and Middle East (30%) and Asia (20%)•9500+ employees, Juniper Networks now has 92 offices in 43 countries
Juniper Networks Mission StatementTogether, we can connect everything and empower everyone.Juniper Networks Vision StatementWe exist to solve the world’s most difficult problems in networking technology. We bring simplicity to networking with products, solutions, and services that connect the world.
Organizational and Demographic Information“To achieve and deliver on our strategic vision, we must increase alignment between strategy and execution and double-down on product innovation.”Rami Rahim(CEO)Pradeep Sindhu(Founder & Chief Scientist)Eva Andres (SVP, Chief HR Officer)Bikash Koley (EVP, CTO)
•CEO Rami Rahim big on Diversity and InclusionImmigrant Success Story“Best innovation happens when that cross-section of ideas comes from people with very diverse backgrounds “.Latest analysis by Comparably, Juniper Networks ranks 2nd amongst its competitors. Women Sponsorship Program
Performance ManagementSystematic process consisting of - •Planning work and setting expectations•Continually monitoring performance•Developing the capacity to perform•Periodic rating performance in a summary fashion•Rewarding good performance.
Performance Management•Involves discussions between managers and staff in relation to expectations, continuous feedback, performance evaluation, development planning and follow up•General goal of a performance management process is to support people in the achievement of an organization’s goals•Helps managers to lead their employees in an efficient manner to support the goals of the organization•Provides a mechanism that allows managers to express expectations of their employees•Allows managers a process by which those expectations can be created and measured
3 Main Steps of PMP•Planning and Goal Setting•Monitoring and Measuring Performance•Feedback
1.Planning and Goal Setting•Planning involves an agreement between the manager and the employees regarding the expected results and behavior•The goals are set in the planning process•Expectation setting is a two-way process - employee and manager involvement•SMART (Specific, Measurable, Achievable, Relevant, Time bound) goals •Have process to track progress of the goals and a plan to provide feedback•Manager should also ensure employees have resources to complete the work