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Performance Appraisals

Did You Get the Employee You Wanted

October 3, 2003
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.
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Grading on the Curve

September 18, 2003
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.
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Dead Man's Curve

July 1, 2003
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.
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Dear Workforce How Do I Train Supervisors To Write Evaluations?

June 25, 2003
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?
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Managerial Discipline

June 10, 2003
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.
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