by DAVID | Mar 9th, 2007 | Performance Management |
Almost nobody looks forward to completing annual empoyee performance appraisals, but the stress and effort associated with them can be greatly reduced if a few common mistakes are avoided.
Employee performance appraisals are just a single point in the performance management process, which should be an ongoing process within any organization. At the heart of this process is consistent, efficient and strategically-driven communication between managers and employees. It would seem like common sense that [...]
by DAVID | Mar 8th, 2007 | Performance Management |
Jim Holincheck, on his blog (http://blogerp.typepad.com/hcm_research/), offers up three pillars on which to build successful employee performance appraisals that deliver key information for developing an organization’s workforce:
by DAVID | Mar 8th, 2007 | Pay for Performance |
As I’m doing my own professional goal-setting for 2007, I’ve been thinking…
Implementing an employee pay for performance (PFP) program seems like a no-brainer. But actually, they often end up failing and doing more harm than good to employee morale.
Why? Some common mistakes include:
- All employees essentially receive the same increase regardless of their achievements. This produces a sense of entitlement and undermines the whole purpose.
- Employees don’t have a clear understanding of the relationship between [...]
by DAVID | Mar 7th, 2007 | Goal Management |
There’s lots of buzz about workforce alignment, but the hard part is figuring out what it means to you, the HR practitioner and how to actually apply it. Today, I’ll kick of this series on workforce alignment with a look at what exactly workforce alignment is and the benefits it offers.
What is workforce alignment?
“Alignment” is the continuous process of mobilizing enterprise resources to achieve company objectives and “workforce alignment” is the specific process of
