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Organizations tend to view employee performance management (PM) as central to success, yet the business literature indicates few are happy with their current systems. What do you think are the primary obstacles hindering PM success?
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The skills it takes to manage day-to-day operations are different from the skills needed to lead through change and transformation. This can also be said for Performance Management.
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An effective performance management (PM) process is undoubtedly the need of the hour. However, there is no perfect PM process and it varies according to organizational and workforce needs. To understand the challenges, HR.com’s HR Research Institute conducted a study on performance management.
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Feedback is important. Delivered well, it helps an individual to learn and grow, makes them feel valued and motivated. All essential for organizational stability, especially in tight talent markets.
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For the past several years, the SAP SuccessFactors Human Capital Management (HCM) Research team has been conducting research on the topic of continuous performance management.
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In today’s competitive talent market, employee retention and engagement have become two of the biggest challenges for organizations of all sizes. It has forced HR leaders to rethink and reshape workplace dynamics in favor of a people-centric culture, where employees are actively engaged in meaningful ways.
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Company culture drives an organization’s competitive advantage because it determines how things are done and how people behave — an advantage that is difficult to copy. When your culture drives performance and fosters team chemistry, it’s known as a Performance Culture.
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We’ve all heard the popular saying, “actions speak louder than words.” And nothing could be more accurate when it comes to increasing employee engagement, developing your organization’s people, and improving their impact on your business.
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Whether you’re tasked with giving employees positive feedback or negative, you need to get it right. Clear and accurate communication is one of the most important tools for any employee to master. As an HR professional, part of your job is to set the example for the rest of your organization.
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