strategic human resources planning system (shrps) · pdf filestrategic human resources...

Strategic Human Resources Planning System (SHRPS)

Objectives Planning & Performance Management February 2015

1 Last update: 2/11/2015 © 2015 Laureate International Universities® | Confidential & Proprietary

Laureate

Strategic

Human Resources

Planning System

Strategic Human Resources Planning Process:

Last update: 2/11/2015 © 2015 Laureate International Universities® | Confidential & Proprietary 2

• The Strategic Human Resources Planning Process (SHRPP) begins

with Objectives Planning & Performance Management.

• Objectives Planning identifies individual objectives for a given period

which are aligned to department, university, regional and/or

organizational objectives. The objectives identify expected results to

support the business strategy.

• Performance Management is the process of monitoring progress on

objectives, competencies that support the objectives and a

professional development plan. Assessments and feedback are

provided to the employee to help drive appropriate behaviors and

outcomes.

• Performance assessment results feed the

Compensation Planning process. This process

establishes rewards based on a number of factors

including company and individual outcomes.

• Career Planning & Professional Development

opportunities are based on past performance and the

potential for success at the next level of

responsibility. The assignments & activities identified

in this process feed the next Objectives Planning

cycle.

Logging Into SHRPS:


• Enter the system address into your web browser:

https://performancemanager4.successfactors.com/login?company=Laureate&bplte_logout=1

• Enter your username. Your username is your global ID in the Laureate Global HR System (UltiPro). The SHRPS

will send you an email with your username at the start of the Strategic Human Resources Planning Process. If

you don’t know your username, contact your local HR Representative.

• Enter your password. The default password is “laureate”. You will be prompted to change your password upon

first login. You must have at least 8 characters with 1 non-alpha character.

• If you forget your password, click on the Forgot Your Password? link for assistance.

SHRPS Home Page:

• Navigating in SHRPS is very easy to do. There is a drop-down table at the top left (Home) when you log in. The

drop-down values you see are based on your role and security access. Simply click on a drop-down value to

navigate to the appropriate part of the system to conduct activities or obtain information.

• The Home page provides an overview of the Strategic Human Resources Planning Process including key dates,

instructions, links to specific areas of the system and links for help and support.

• You will also see a “To-Dos” area on the Home page. Activities will appear in this area once you begin the

performance management process.

• Use the Options menu item in the upper right corner of the Home page to select your language preference for the

system or to reset your password.


Setting and Communicating Objectives

• When setting objectives, note what will be done; how it will be achieved; when it

needs to be achieved; and, what outcomes will be expected. Keep in mind that

objectives need to be:

– Specific – Identify exactly what is to be achieved. Use action words such as

“create”, “maintain”, “develop”, “design”, “initiate”, “implement”, and others.

– Measurable – Identify expected outcomes. Use precise quantitative measures

to describe how many or how much, or use qualitative descriptions for

observable behavior.

– Achievable – Ensure that expectations are challenging, but attainable, that

necessary resources are available.

– Relevant – actions should relate to the desired result and to the success of the

department or organization.

– Timely – Identify clear deadlines and checkpoints. Make sure expectations can

be accomplished within the established timeframes.


Evaluating Quality of Your Objectives

• If you can answer “yes” to the following questions, chances are that your

expectations can be effective:

– Are the expectations aligned with the goals and expectations of the team, department, region, Laureate?

– Are the expectations aligned with the employee’s development plan and goals?

– Does the plan clearly identify specific targets or results that can be measured or observed, and used as a

basis for the appraisal?

– Does the plan define a time frame for each objective?

– Are the necessary resources available to achieve the expectations? If not, does the plan include a way of

handling this challenge?

– Are numbers, statistics, and quantifiable terms used wherever possible?

– Are the expectations feasible in light of current business and economic conditions?


Objectives Planning – Add/Update Objectives:

• Begin by discussing your objectives for the year with your supervisor.

• Once in SHRPS, select Objectives (1) from the drop down menu at the upper left hand side of the screen to create,

edit, review or print your Objectives Plan.

• Objectives fall into one of five categories (2): Financial, Student/Customer, People/Culture, Business

Processes/Operational Efficiencies/Technology and Pedagogy.

• There are several ways to create an objective. When you click on the Create a New Objective button (3), you can

select Personal Objective or Library Objective. If you select Personal Objective, you will be presented with a

screen to enter information about the objective. If you select Library Objective, you will be presented with a library of

pre-defined objectives that you can select and edit. In either case, be sure to select the appropriate category for

the objective and enter the weight.

• Objective weights are entered as a percent and indicate the relevant importance of the objective. Objective weights

must add up to 100%.


1

2

Important: Be sure to use this drop down

and switch to the 2015 Objective

Plan

3

Objectives Planning – Add/Update Objectives:

• You can also use the Objective Wizard button (1) to help you create a SMART objective. On the first screen of the

wizard, select a category and then begin to type in your objective in the text box. The wizard will provide you with

sample objectives based on what you enter. Follow the instructions on each screen of the wizard to build your

objective. On the last screen, be sure to click on the Add More Details button to enter the goal weight and any other

necessary information.

• Click on the Save & Close button when using any of the options for adding an objective and your new objective will be

save to your plan.

• To edit an existing objective, click on the Edit Objective button. (2)

• To delete an objective, click in the checkbox next to the objective (3a) and then click on the Delete Objective button

(3b).

• To print an Objective Plan, click on the printer icon (4). Select the PDF option, click the Open button to see the plan

and then use the standard Adobe Acrobat menu items to save or print.


1 1

2 3a

4 1

2

3b

4

Objectives Planning – Additional Functionality:

• To view details and audit history for an objective, click on the objective name which appears as a hyperlink on the plan

(1). To return to the plan, click on the Return to Objective Plan hyperlink.

• You can determine what information is displayed about an objective on the plan. To see the options, click on the plus

sign next to the Display Options menu (2). Click on the items you want to display and click on the Update button.

Click on the minus sign to close this menu.

• Supervisors can access the Objectives Plan for employees who report directly or indirectly to them. To do this, click on

the plus sign next to the Employee Hierarchy menu item (3) to see direct reports included in the system. Click on the

magnifying glass icon next to any employee name to see the plan. Open the Employee Hierarchy menu on an

employee’s plan to drill down to plans for their direct reports (if any). Click on the minus sign to close this menu.

• While you will see your supervisor listed on the Employee Hierarchy menu, you cannot access the Objectives Plan

for your supervisor or anyone above you in the organizational structure.

• Supervisors can add, modify or delete objectives on employee plans. Employees will be notified about any action taken

on their Objective Plan with system-generated email messages.


1

2

3

1

Objectives Planning – Cascading Objectives:

• Supervisors can push organizational, regional, university or department objectives on their own plan to employees who

report directly and indirectly to them. This is called “cascading” objectives. To do this, click in the checkbox next to the

objective(s) to be cascaded (1a) and then click on the Cascade Selected button (1b).

• A screen will appear to allow you to select the employees to whom you want to cascade the objective(s). Click in the

checkbox next to the name of each employee you want to include. Use the magnifying glass icon next to employee

names to drill down within the organizational structure and identify additional employees you want to include.

• You can also use the Find Other Employees option to search for employees outside of your organizational structure.

This can be used for cross-department team objectives or to cascade objectives to matrix employees.

• Click on the Next button and edit the objectives if necessary before cascading (scroll down the screen to see

information for each objective you selected). Click on the Cascade button to push objectives to selected employees.

• Cascading objectives is a very powerful tool that can help align organizational objectives. However, the functionality

must be used responsibly. In general, you should not cascade objectives to anyone other than direct or indirect

reports unless you have discussed this in advance with the people who will receive the objective(s). Once

objectives are cascaded, they are owned by the recipients and can be edited for deleted.


1b

1a

My Employee File

• If you notice that any employee information is incorrect in this section,

contact your HR Representative.


• General employee information

is stored on the My Employee

File page. Only employees

and their supervisor can

access this information.

• The Supporting Documentation

section is where attachments

that have been loaded within a

review form are stored.

Attachments can be loaded

here directly using the same

instructions provided for the

review form.

• Completed reviews from a

previous system (Softscape)

and more recent

SuccessFactors reviews are

available in the Previous

Performance Evaluations

section.

• Objective plans and

performance reviews that have

been completed in SHRPS can

be viewed by clicking on the

History hyperlink.

• Historical salary or bonus

information may be available in

support of the compensation

planning process.

Company Info

• Support and training resources are available on the Company Info page.

• You can obtain a list of contacts by country for help or support.

• You can obtain training materials.

• You will soon be able to access training materials in multiple languages.

• You should contact your local HR Representative for information about the Strategic Human Resources Planning

Process (SHRPP).

• You can send an email to the Global HRIS Team ([email protected]) for help with SHRPS.


mailto:[email protected]

strategic human resources planning system (shrps) · pdf filestrategic human resources...

Documents