performanceappraisal - Bertrand Duperrin on Diigo

Oct

21

2011

Les réseaux sociaux : des outils d’évaluation des compétences

"Un quart des cadres sondés par L’Atelier BNP Paribas seraient favorables à une évaluation de leurs compétences via les réseaux sociaux. La démarche permettrait d’évaluer des compétences que les cadres jugent insuffisamment prises en compte, du relationnel à l’animation ou encore l’implication dans la vie de l’entreprise. Une (r-)évolution, qui n’est certes pas imminente, mais certaine d’après les experts de L’Atelier."

www.myrhline.com/...valuation-des-competences.html

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hr hr2.0 evaluation appraisals performancereview performanceappraisal socialnetworks enterprisesocialnetworks communication skills

Une large proportion de cadres estime que certaines compétences ne sont pas prises en compte dans l’évaluation par l’entreprise : 29% font référence aux compétences relationnelles, 43% à la capacité à participer ou animer des communautés autour de leur domaine d’expertise et 45% à la capacité à participer à la vie de l’entreprise
Toutes les entreprises ont un site ; elles deviennent des media. Et les cadres jouent un rôle dans la chaîne de production media de l’entreprise, alors qu’ils ne sont pas des professionnels de la communication. De facto, ils participent à l’effort de communication de l’entreprise ».
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- les cadres sont 61% à se déclarer favorables à ce que leurs compétences soient jugées en fonction de ce qu’ils publient.
- En revanche, 74% se déclarent défavorables à ce que soit évaluée leur capacité à s’exprimer sur les réseaux sociaux, professionnels ou grand publ
- Même si le « participatif », qui englobe alors les compétences citées plus haut (relationnel, implication dans la vie de l’entreprise et animation de groupe d’expertise), n’est pas considéré comme un champ d’évaluation par les équipes RH, il existe bel et bien.
- Pour une évaluation juste, il faut des standards, qui seront, d’après le DG de L’Atelier, imposés par Internet. « Internet a d’abord connecté des machines, dit-il. Puis le web a connecté des documents, et le web 2.0 des personnes. On peut imaginer que l’on tend vers le scoring de personnes. »

Sep

19

2011

The Myth of Performance Metrics

"There's a bogus belief that gets in the way of managers when they evaluate performance. That myth says that in order for an appraisal to be objective, assessors must have quantifiable metrics to support their assessment judgment.

That's just not true. What is a performance appraisal? The straightforward answer: A performance appraisal is a formal record of a manger's opinion of the quality of an employee's work."

blogs.hbr.org/...yth_of_performance_metric.html

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performance performanceappraisal metrics performancereview opinion humanresources management objectivity subjectivity

Writing a performance appraisal requires managers to be fair, unprejudiced, and objective. But the fairness requirement doesn't mean that you're restricted only to using quantitative, numerical metrics in making your assessment. Your opinions, feelings, and judgments are what the appraisal process demands.
In every other area of managerial activity, the ability to make good decisions in spite of limited and perhaps even conflicting data is what they get paid for. Only in the case of performance appraisal do we feel unnerved about the fact that examples, experience, and judgment — not quantitative and provable metrics — are used
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- as long as you can provide solid examples to back up your assessments and ratings, then your appraisal is objective, even if quantitative measures aren't available.
- And despite the myth that objectivity requires metrics, people generally want to know their supervisor's opinion of their performance

Aug

26

2010

Atlassian's Big Experiment with Performance Reviews

"I'm happy to announce that we are undertaking a thorough, public trial of an alternative to the traditional performance review.
ratings pic.pptx.jpgDo you ever wonder if and how you could call a halt to your performance review process? Do you think traditional processes are marred by the distribution curve (and forced rankings), huge time investments and low impact on performance improvements? Maybe you agree that your processes have their faults, but you think that it's not sensible to abolish performance appraisals altogether or replace them with coaching sessions."

blogs.atlassian.com/..._with_performance_reviews.html

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performancereview performanceappraisal coaching review peerreview humanresources humanresources2.0

o, what was the problem? In short, twice a year the model did exactly the opposite to what we wanted to accomplish. Instead of an inspiring discussion about how to enhance people's performance, the reviews caused disruptions, anxiety and de-motivated team members and managers. Also, even though our model was extremely lean and simple, the time investment was significant.
We'll stop paying individual performance bonuses. Instead, we'll give everyone a salary bump (similar to Netflix's approach, paying top market salaries rather than bonuses).
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- Every six months, managers and team members use a one-on-one catch up to discuss their performance and how often they have challenged themselves in the last six months. Unlike in traditional performance reviews, there will be no requirements to write lengthy written assessments in preparation for the catch up
- At the beginning of each six month period, we'd like everyone to focus on some personal areas where they can challenge themselves either by capitalising on activities they already love or by improving a weakness.
- Also, whilst we have been pretty good in concentrating on people's 'weaknesses', we seldom focus on developing areas that people are intrinsically motivated by. Research shows that people don't change that much. Put simply, we may be wasting time by only concentrating on flaws. Instead, we will make a shift where we can try to enhance existing strengths to make full use of them

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Les réseaux sociaux : des outils d’évaluation des compétences

The Myth of Performance Metrics

Atlassian's Big Experiment with Performance Reviews

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