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
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.Read More
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.Read More
Supervisors spend 17 percent of their time, or nearly one day per week, overseeing poorly performing employees.Read More
But a deeper lesson of new research is that everyone can be more socially savvy.Read More
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."Read More
Learn about key HR areas that ALL entrepreneur's will eventually face.Read More
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
Traditionally, a negative performance review does not constitute an adverse employment action, unless 'the evaluation has an adverse impact on an employee's wages or salary.' Or does it?