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No matter how strong and well documented a business performance strategy is, an organization will never get to outstanding results unless it has a robust employee performance management in place. At the end of the day, the human factor plays an essential role either in the sound success, either in the tragic failure of an organization, no matter what its size is.
In 2017, the Performance Magazine editorial team interviewed Dr. Zuraidah Khwaja Kamaluddin, Director of the Strategic Management Office at Universiti Tun Abdul Razak – (UNIRAZAK), Malaysia. Her thoughts and views on Performance Management are presented in great detail below.
Continuous performance management has continued to shake up rigid, traditional Human Resource processes and flexibility is becoming crucial, particularly given the preferences and motivations of Generation Y.
The State of Employee Performance Management 2017 Global Edition reveals findings that cover 35 key topics related to employee appraisal, from the use of structured employee performance management systems to insights into the system’s dynamics (tools, coordination, periodicity), reward practices, satisfaction and software solutions used.
Measures the employees’ satisfaction, engagement and motivation levels, with regards to their job and working environment, namely job responsibilities, team and management, workplace and professional development.
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