Is it about managing performance, or managing the behavior that will produce the performance? And if it is indeed about influencing the person so that he has clarity of agreed outcomes and the support available to him to achieve these, are organizations doing lip service to it or are they serious about the process?
The writing on the wall has started becoming visible that traditional performance management systems are going to be replaced sooner or later.
Yet 80% of organizations continue not only to generate performance scores for employees but also to use them for compensation purpose. The time is not far when modified version of PMS will take over in majority of organizations. Analytics and big data with the support of technology will change the face of PMS. The Performance management system of future has to be outcome driven, forward focused, engaging and adaptive. Following pages are going to reveal as to what all should have a PMS of the future….
Most organizations love the concept of managing performance, and most employees think of this exercise in a narrow dimension. They often think of the dialogue as heavily loaded with a predetermined agenda focused on a financial outcome for them. Is it about managing performance, or managing the behavior that will produce the performance? And if it is indeed about influencing the person so that he has clarity of agreed outcomes and the support available to him to achieve these, are organizations doing lip service to it or are they serious about the process? Are they really influencing his behavior or is the Performance Management system seen as a fixed match?
This story is from the April 2017 edition of Business Manager.
Start your 7-day Magzter GOLD free trial to access thousands of curated premium stories, and 9,000+ magazines and newspapers.
Already a subscriber ? Sign In
This story is from the April 2017 edition of Business Manager.
Start your 7-day Magzter GOLD free trial to access thousands of curated premium stories, and 9,000+ magazines and newspapers.
Already a subscriber? Sign In
Interview On 01.02.2017 With Richard Rekhy
The Business Beyond Business : Towards A Purpose Driven Organisation.
Making Competing Employees Collaborate
Implementation of these 5 cardinal rules requires all of your 5-senses working in tandem. In order to implement 1st rule, you need to smell-in only the right people. Subsequently, while deploying HR policies, touch the right chords with people. Creating much great sub-culture would require a lot of listening first. Recognize your people so that they taste their success and learn to collaborate. And finally, work towards creating a bond which can't be seen - a psychological bond.
Startup Bubble: Rise Or Fall?
The Startup story : what works, what doesn’t?
How I Started And Nurtured My Startup..!
Coming from a service class family, I had no idea of business. I had no one to turn to for the basics. I got in touch with some consultants; none of them knew the entire process of getting all the approvals. We were very clear, we did not want to start on the wrong foot, and we wanted to be 100% compliant. I did face many challenges at various stages e.g. in just few months of launch, the competition tried to pull us down, however the issue was resolved soon. Teacupsfull now is a fully registered brand. Challenges do prop up many times, however the key is to stay positive and never give up. There is always a solution to every problem.
Should Startup Go For Hr Advisory?
This certainly is an era of Startups and each entrepreneur envisions of creating a large organization in the due course of time.
Help Line
Solutions provided here are in context to narrated facts & not in general.
6 Cases That Underline The Spirit Of Posh Law
Section 451 relates to house-trespass in order to commit any offence punishable with imprisonment and Section 354 deals with assault or criminal force to woman with intent to outrage her modesty.
Why PESB Failed To Recommend?
The public sectors have to be placed in hands of competent professional managers and high calibre professionals have to be attracted to the public sector. Government must think of radical reforms in Public Sectors for talent management process like demonetisation, revamping a planning commission etc.
Role Of Local Influence In Better IR
A XYZ Cement factory having state of the art technology and world class facilities in terms of welfare is located in the highly sensitive political zone, where all contractors and workforce is well versed with labour rules & regulations.
HR Should Work On Employee Branding To Develop Emotional Connect
HR Should Work On Employee Branding To Develop Emotional Connect
