Error: No such template "/hrDesign/network_profileHeader"!
Topic: Performance Management Simulation
Messages (2) Visitors (487)
Robert Wrights
|
Performance Management Simulation
01-14-2015 / 3:08 pm #1
|
I'm looking for a Performance Management Simulation Exercise (2-4 hours in length) to deliver to my company's audience of new and existing leaders. I'd like the simulation to focus connecting goals and expectations to the company strategy, monitoring and observing performance, and delivering coaching and feedback. Is anybody aware of any vendors or products that are available that could meet my needs? Thanks!
|
|
|
Debora M
|
Re: Performance Management Simulation
03-25-2020 / 6:39 am #2
|
Appraisals that are conducted for the sake of determining who are performing and who are not are worthless exercises and a waste of corporate resources. Hence, it becomes incumbent upon HR to create a wholistic system that will make their appraisal method meaningful and appreciated by their employees. This is the reason behind the birth of Performance Management Systems (PMS). While the traditional appraisals are generally "one stage" medthodologies, PMS are multi stage systems that complete the cycle that many HR practitioners are looking for. Hence, in our PMS, we have created the following stages that organizations are mandated to undertake when they buy them from us: Performance Planning, Performance Review & Assessment, Performance Conference & Feedback, Improvement & Development Planning, & Recognition/ Rewards/ Sanctions. Indeed, if your company is only using a one-stage appraisal tool, then you are is still very far from the ideal set-up because you are merely doing the second stage of a PMS. Indeed, how can you expect a full understanding and acceptance of rewards if your system did not have the subsequent stages (#3-5) in place? At any rate, granting that your system is doing something along those areas, and that your problem is simply "how to create a good and acceptable system that will rationalize the amounts given to different ratings" that employees get, then what should you do? If this is your concern, I suggest that you use the Forced Ranking methodology that is popular among multinational companies. My PMS also uses this as part of the Recognition/ Rewards/ Sanction Stage.
|
|
|
