Expert Interview – Maria Elena Sanz Ibarra , HR Director, Ministry of Transportation and Telecommunications, Chile

Written by Adelina Chelniciuc on April 18, 2014. Posted in Individual Performance, Interviews, Practitioners

For the report Performance Management in 2013, The KPI Institute conducted 20 semi-structured interviews with practitioners, academics and consultants from 18 countries, who offered rich insights into the state of Performance Management as a discipline.

One of the main editorial rules followed in the development of the content is that a discipline can only evolve through the combined efforts of practitioners, academics and consultants. Maria Elena Sanz Ibarra , HR Director at the Ministry of Transportation and Telecommunications in Chile was one of the practitioners that The KPI Institute has interviewed.

360-Degree Feedback – An efficient tool for individual performance assessment?

Written by Ramona Gligorea on April 18, 2014. Posted in Articles, Individual Performance

One of the most popular individual performance management tools in use today is the 360-degree feedback tool, also known as multi-source assessment, which incorporates feedback from the worker, top management, immediate superior, subordinates, colleagues, and customers.

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Personality vs. Portfolios: The Best Performance Predictor

Written by Denisa Călin on April 7, 2014. Posted in Editorials, Individual Performance

Do thick CVs predict performance, or describe a precedent?

When looking to hire, Human Resources specialists and managers will look to the best fit between the candidate’s offer, his CV, background and achievements and the job’s requirements. It’s the natural string of events, taking into account urgency and the need for workforce.

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Performance Related Pay Schemes in the British Public Service

Written by Denisa Călin on March 28, 2014. Posted in Around the world, Articles, Individual Performance

Stemming from the study conducted by John Makinson in 2000, the British social service sector has embraced recommendations to remodel and rethink incentive schemes.

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What is more effective in motivating the employees? Positive or negative motivation?

Written by Adelina Chelniciuc on March 27, 2014. Posted in Articles, Individual Performance

Employees are the most valuable asset of an organization. It is very important that they are motivated to do their jobs well, making the most of their time and skills within the company. But before being employees, they are humans, with their own needs and desires that are not always aligned with the company’s goals. Motivating employees thus becomes the key factor in achieving performance.

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