Usually performance management and performance appraisal are used interchangeably. They may have some similarities but they are definitely not the same! For one, performance management is a comprehensive approach that involves the maximum amount of dialogue among all the stakeholders. Performance appraisal on the other hand is primarily a top-down assessment for grading/rating employees performance periodically. While performance appraisals
December is the peak time when you, as a manager, have to wrestle with the notion of how best to address performance management process in your organisation. Your team members may have delivered great performance throughout the year but you have to acknowledge many other aspects apart from this. It is the company mandate after
We have consistently written about how annual performance reviews (done traditional way) rarely provide any value in today’s dynamic work environment. A typical performance management process consists of self-assessment by employee followed by response from direct manager & then a face 2 face discussion. The process is designed to bring to fore important achievements &
Performance review is the workplace equivalent of a report card that help employees identify their strengths and weaknesses. In the past we have written a great deal about the frequency of these reviews. Now we would like to explain what goes into the actual process. It is imperative that performance reviews are carefully crafted and
Performance appraisals form an essential part of the HR department as they provide important and useful information for the assessment of employee’s skill, knowledge, ability and overall job performance. These appraisals are not only used to eliminate behavior and productivity issues, but also to motivate employees to contribute more. There are many methods that organisations
One of the many responsibilities of a manager is conducting fair and accurate performance reviews. These reviews are required to determine employee compensation, promotions, terminations and/or training and development requirements. If not done in the right manner it can alienate good employees and further affect their performance levels without even addressing the real problems. We
When it comes to annual performance reviews, very few employees or even managers actually look forward to it. Managers have to fill out lengthy and tedious forms for their entire team. Whereas employees dread these infrequent, one-sided appraisals. Silicon Valley companies have led the way in replacing annual reviews with frequent, informal check-ins between managers
Modern business landscape is evolving at a very fast pace. This has prompted numerous companies to go after innovation to keep up with the trends. Human resource management is one such area that demands constant restructuring. Its not surprising that some companies still drag their intertia from the past. They rely on traditional methods of
Time to gear up for a fresh year, 2016 is almost over! As we step into 2017, it would be wise to reflect and analyse the outcome of all the initiatives that we took. Some of them may have succeeded while others outright failed. No matter what the outcome, there is always an element of
The Performance Management process is integral to every company’s success. It helps increase motivation and align everyone’s efforts to the overall goal. An efficient process leads to increased productivity and subsequently higher company bottom line. Managers or the HR team resorting to traditional paper-based procedures for performance management have a tough time being efficient in