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Performance management is all about enabling people to perform at their best, and driving that level of performance with support, feedback, and rewards all throughout the employee cycle. Up until the events of 2020, that’s been a well-established process.
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OK, everyone understands that performance management is more than just the appraisal process—you know—preparation, self-evaluations, appraisal meetings, and so on. It’s not a form. It’s not just a tool, although tools may be used in the system.
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Are women really being heard in your workplace? Do you feel that they have limited opportunities for growth? What should your leaders do about it?
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Since the start of the Covid-19 pandemic, performance management (PM) has arguably become more important than ever. In fact, our research shows that more than 90% of organizations have a performance management process.
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In this case study, HR.com’s HR Research Institute looked at how the company Pulse Solutions adapted a new system in order to improve performance management.
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Aligning employee focus with organizational goals and objectives is more relevant today than ever before. Historically, for most employers, workforce locations were fairly stable and predictable.
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The Learning Management System (LMS) allows organizations to streamline their employee training, onboarding, and other L&D initiatives in an online format, allowing for more accessible and engaging learning.
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It is likely that your organization has moved to a large (if not fully) remote working environment. Be wary of the impacts of proximity bias – the notion that people place higher value and impact on work that they actually see or are directly aware of.
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Performance management continues to evolve, especially now in the wake of a global pandemic. One of the biggest trends has been the shift from once-a-year review meetings to ongoing and timely feedback and coaching sessions with employees.
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