Improving and innovating performance management ~ HR to HR 2.0 and HCM - The Diigo Meta page

• 18 Apr 09
  

  Vahid Masrour

  organizational hr

• 

  Bertrand Duperrin

  Supporting my points about design and engagement in my previous post, the group noted that “the ‘ideal’ system and process still will have to be designed, and accepted”. These are some of the suggestions for improving performance management made within the article:
  
  * Cascading goals vertically but probably horizontally as well
  * Not using a forced distribution
  * Being based on the organisation’s needs and, where possible, on each employees’ strengths
  * Being employee driven
  * Being fast and frequent
  * Involving the entire community
  * Being web based
  * Being unique – not copying another organisation’s process.

  performance performancemanagement humanresources humanresources2.0

• 09 Apr 09
  

  Jim Holincheck

  This is a really good post (and links) about performance management. I do not think there is a one size fits all answer. Performance reviews can serve many purposes. It is important to understand what you want to impact (or not impact if you choose not to do them) and then make sure you align your strategy, processes, and technology to help achieve it.

  EPM talentmanagement

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