What is best practice for performance metrics covering IT roles such as analyst-programmers? No one at my company really knows what they do, least of all their boss or their customer.
For companies like Ritz-Carlton and Bristol-Myers Squibb, judging quality in new employees is far more than just a gut feeling--it’s a process that begins before employees are even hired. Vice presidents from these two companies talk about how they turn softer measurements--such as whether customers are greeted in a friendly manner--into hard data, producing results that put them at the forefront of a trend.Read More
There's nothing new about the process itself. Law firms, college faculties and the military have operated under an "up or out" ethos for eons, and a number of companies, including PepsiCo, have used it for several decades.Read More
A lot depends on how fairly the system is developed, and how fair the people are who carry it out.Read More
How do I convince managers that doing performance appraisals is important?
In one author's opinion, an appraisal done in a question-and-answer format beats a ranking system hands down.Read More
I need to design performance measurements, which will be used to award bonuses to the financial management staff of our manufacturing company. What metrics should I use for the CFO, controller, accounting manager, and cost accountant?
Whether you call it forced ranking, the "vitality curve" or another alias, it's a workforce performance tool that's used by up to one in five Fortune 500 companies. But most of them refuse to talk about it. Why is that? Ask Ford, which paid out $10.5 million over forced ranking-related discrimination claims.Read More
We have used canned performance appraisal software for severalyears, mostly because supervisors were reluctant/unable to write narrative reviews of employees. New management requests that we move to a narrative appraisal (with no numbers or canned phrases). How do I train supervisors with little or no writing skills to do this type of evaluation? Are there any "hybrid" programs that might combine canned with original response?
Human resources and line managers must understand market data and the relevant performance factors. The key question is whether managers really have both the information and the discipline they need to make salary-increase decisions.Read More