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Performance Appraisals

How Do We Turn Mediocrity Into Excellence?

March 7, 2013
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Which elements are most critical to an effective performance appraisal? —Performance Boost or Bust, services, Dhaka, Bangladesh
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What Could We Do To Better Evaluate Sales Reps?

March 7, 2013
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We are a sales-driven organization with approximately 50 employees. What would be the ideal type of performance appraisal for us to use? —The Cost of Money, construction, Pune, India
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Goals and Outcomes

January 14, 2013
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Organizations that do a better job of harnessing individual potential are likely to be more competitive than their peers in the 21st Century. Register to download this free white paper today to learn goals and outcomes linking individual performance to organizational goals. Sponsored by Halogen Software.
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The 'Naked Organization' Gets Nakeder

November 20, 2012
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Leaders at Big Blue and elsewhere could blush a deep pink if Tom Vines is correct about where performance management, crowdsourcing and social media are heading.
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Survey: Time Wasted on Poor Performers

November 8, 2012
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Supervisors spend 17 percent of their time, or nearly one day per week, overseeing poorly performing employees.
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Popularity Pays

October 24, 2012
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But a deeper lesson of new research is that everyone can be more socially savvy.
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Chicago Teachers Strike Could Offer a Lesson on Performance Evaluations

September 13, 2012
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Performance evaluation “is a nationwide issue—and it's an issue that is not going away,” said Norm Solomon, a professor of management at Fairfield University in Connecticut. “I don't think anybody should be surprised that this issue is coming to the fore. The key thing to any evaluation system, particularly in a collective bargaining situation, is to have some buy-in by the union, a sense that this is fair."
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An Executive's Guide to Cutting HR Costs

July 11, 2012
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Learn about key HR areas that ALL entrepreneur's will eventually face.
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What Are Drawbacks and Advantages of Performance Appraisals Without Rating Scores?

June 28, 2012
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My company is considering using a performance appraisal that does not have scores or ratings. How popular (or not) is this type of approach? What are the pros and cons? I'm trying to gain some knowledge about best practices in this area. —To Rate or Not to Rate, Performance Analyst, financial services, Des Moines, Iowa
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