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Performance Appraisals

How Do We Put Logic Behind Talent Management?

December 18, 2014

Is there any logical grouping or hierarchical order to the factors that impact talent management? For example, gaps include: A) imprecise career paths, B) engagement, C) skills development, D) subjective performance assessments, etc. Are there rules about which is foundational and which is built on the foundation?

More than Theory, training and development leader, telecommunications, Quebec


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Is It Possible to Compile Performance Data on Team Unity?

November 21, 2014

We want to create actionable performance reviews beyond the once-a-year activity. Our aim is to gather insight on how people interact as individual contributors within teams. Our big challenge is we have a large geographically distributed workforce of technically skilled contributors that frequently need to collaborate on projects. How can we begin gathering meaningful performance data on individuals and how they contribute to a team?

—Useful Metrics Please, Software/Services, Bethesda, Maryland


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What Are the Benefits of Ranking to Determine Employee Performance?

September 15, 2014

Like many companies, we have an annual performance review of employees. At the beginning of the financial year, KPAs, goals, targets are mutually agreed. There is quarterly review of performance followed by annual review. Employees are rated on predefined performance criteria on a scale of 1 to 5. Subsequent to rating, we wanted our line management to rank employees against each other in order to have ranking order. Line management is not inclined to ranking, for obvious reasons. Is there any way to know if ranking is the right approach for our performance management?

— Really Clueless, assistant GM, manufacturing, Hyderabad, India


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How Do We Develop Key Performance Indicators?

July 10, 2013
I lead the HR department of a company with between 30 and 40 employees. Due to our size, we in HR are generalists whose job duties include training, compensation and recruitment. We don't have specialized roles, but I have been asked to develop key performance indicators, or KPIs, for our employees in sales and accounting. This is the first time I've tackled this subject. Any advice on how I should start? —Lost in Limbo, finance/insurance/real estate, Cairo, Egypt
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How Important is Anonymity in 360 Reviews?

June 19, 2013
Here is our issue in a nutshell: we have a close-knit office and some employees have questioned the fairness of 360 feedback, since there is no way of knowing who says what about whom. What should we do? —Stuck in the Middle, HR manager, health care services, Boise, Idaho
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How Do I Respond to Employee Concerns About SWOT Analysis?

June 19, 2013
Some ideas have been presented by management to help employees identify areas of essential skills. One idea is to have employees complete a SWOT analysis. But employees have expressed a range of concerns about SWOT, including: • Since I'm already doing more with less, when do I find time to complete the SWOT worksheet? • If I identify threats, how will I be perceived by management? • Since we have limited funds and can't give raises, how could we capitalize on opportunities that emerge from the analysis? • Will I be considered a narcissist by management if I list things I do well? • How do I list my strengths when I'm not even sure what they are? —Can't Swat These Worries Away, OD director, government, Panama City, Florida
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