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Performance management is evolving. Increasingly, organizations are abandoning their annual appraisal systems and moving toward continuous performance management — a more agile and intuitive way to engage and motivate employees.
Back in 2017, the Performance Magazine editorial team interviewed Randa Hariri, Ph.D. and Director of Strategic-Operational Planning & Performance Evaluation Department/Assistant Professor at the Dar Al-Hekma University, Saudi Arabia. We aimed to get insight from a seasoned scholar on how PM can improve.
Performance management has to undertake a paradigm shift from adopting a judgment and accountability approach, to following an improvement and enhancement approach.
Developed based on the US Office of Personnel Development Performance (OMP) methodology of turning organizations into performance driven work places, the 585 Approach relies on Key Actions to guide you through a simplified performance process. This consists of 8 steps taken to develop an individual plan and 5 performance principles designed to highlight when performance initiatives are needed.
Back in 2018, the Performance Magazine editorial team interviewed Tom McKeown, CEO at TrenData, USA. His thoughts and views on Performance Management are presented in detail below.
Human beings in a free market society are always looking to move on or up. In addition to grading individuals on how they are doing in their current job, it’s motivating to let them know what levels they need to hit.
While some companies spend decades on perfecting their individual performance review and evaluation systems, other companies such as Adobe, GAP or General Electric are eliminating them altogether.
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