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Today, the topic of personal performance is gaining more and more attention, but is it completely and, most importantly, correctly understood? The most common misunderstanding when it comes to personal performance is associating it to individual performance.
Nowadays, the performance assessment meeting represents a common practice that is, no longer, an uncomfortable event for either the employer, or the employee. Now that each party is familiar with this activity, the next arising matter regards how often should it be conducted? The frequency rate must take into consideration aspects that will enhance employee performance and also favor company and leaders’ resources.
In the search for best practices in the industry, companies need to look after some key aspects that can lead them to achieving superior performance. The benchmarking methodological uniqueness refers to the identification of business processes that can lead an organization to a superior performance, followed by the analysis of the best practices behind that success.
On the road to developing a strategic plan destined to determine and improve either the general performance of an organization or performance within a particular department, specific tools have proved themselves to be very useful for assessing the current situation and taking the next logical steps towards achieving the objectives set. One of the most used and most useful tools, when properly applied, is data analysis, due to the clear and precise insights an organization can gain from it.
In the multitude of Performance Management tools available to be deployed across organizations, managers can become confused, while trying to identify what tools to use, when and how.
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