Build your professional network on facebook via our app Go to app
 
 
Posted in Community :

Manufacturing & Engineering Professionals |

Construction Planning & Management |

Project Management ++ |

HR Professionals |

BattleGround for Sales Professionals |

Media Mughals |

Energy Professionals |

IT Sales and Business Development |

PROJECT MANAGEMENT |

IT - User Interface Specialists |

Business Analysts In IT |

Business Development and Outsourcing |

IT Quality professionals |

lifestyle advertising in a customer-centric world |

IT Quality assurance professionals |

IT Recruiters |

Recruiting Network |

young brigade |

Discussion with HR |

My vision |

Recruiter , Head HR |

HR |

Engineers and Managers world |

iGate Global Solutions |

THINKERS and ONLY THINKERS……………!!!!!!!!!!! |

Leadership Styles |

ITIL |

Corporate Life |

Youth Of The Nation |

CTC HR SOLUTIONS |

National & International Meet of TooStep Members |

Creative Thinking |

Freelancers for Recuriter and HR Personal |

Do rather than Talk |

Civil Engineers |

Hit The Nail On The Head!! |

KMC [Knowledge Management Club] |

8e 8inda$$ |

I proud to be an indian |

Life Is Beautiful |

Aap Ki Awaaz |

From which Company ?- Let all of us know about your company |

Be Quality minded |

Accept As it is just |

Social and Community affairs |

Cool Roof |

Human Capital Managemnt |

Business Community |

Young entrepreneur’s |

Telecom/IT/NonIT Jobs in India |

REALITIES OF LIFE |

IIT ,IIM |

SpinLife |

Job Seekers |

INTERESTING SCIENCE |

HR Recruiment |

Open Chamber of Knowledge |

TooStep Group |

Talentz india |

Top Stories & News |

HUM LOG-WE THE PEOPLE |

Trainer Corner |

Training and Development |

Fashion & Lifestyle Professionals India |

HR Consulting Firm - RAMSOL PVT LTD |

Neuro Linguistic Programming |

Future CEO |

Advertising |

HR FORUM |

HR Manager |

HRCommunity |

Human Resources Management |

HR research and innovation. |

Alleviate - ignite people to promote education in |

making films on ideas |

Modernity & Relationship |

CMMI Info & Adopters |

Save Tax To The Max

75 more ...  
 

Performance Management

Tags : HR,Performance, Management , Change
Industry : Human Resources (HR) Consulting, Management & Strategy Consulting
Functional Area : Performance Management, Change Management
Share
 
 
 
About "Performance Management " topic:

This topic is to discuss about Performance Management

17 insight , 10 debates , 4 idea contests , 4 question on topic: "Performance Management "
Start a new discussion on the topic ...
 
  •  
  •  
  •  
  •  
Start Debate
 
(rate this)
...should be used exclusively for development purposes 
14
VS
16
 ...should be used for appraisal purposes as well
Sabuj Chowdhury  |  Argues in support of  "...should be used for appraisal purposes as well"  |  2 years ago
It tells use of your past therby used for apprisal and at the same time now you know it can be used for devlopment which is again purely in your hands as the horse can be carried to the pond but not neccessarily make it drink 
RAMESH KANDADAI  |  Argues in support of  "...should be used exclusively for development purposes"  |  2 years ago
360 degree feedback has value only when it is done objectively and anonymously. I do believe that Dell has such a system in place. I have this theory of +1, 0 and -1 when it comes to hierarchy. Nearly 90 percent of our professional interactions...
Gary s Vermaak  |  Argues in support of  "...should be used for appraisal purposes as well"  |  2 years ago
I am a firm believer in 360 degree for both development and appraisals of both professional and managerial staff. The sucess or failure of a business depends on the whole working as a team with the right leaders in place and directing their teams...
 support: 
 
 
Debate: "360° Feedback" deleted from your view.
Undo
 
(rate this)
Pareshaan thi Champu ki wife Non-happening thi jo uski life Champu ko na milta tha aaram Office main karta kaam hi kaam Champu ke boss bhi the bade cool Promotion ko har baar jate the bhul Par bhulte nahi the wo deadline Kaam to karwate the roz till nine Champu bhi banna chata tha best Isliye to wo nahi karta tha rest Din raat karta wo boss ki gulami Onsite ke ummid main deta salami Din guzre aur guzre fir saal Bura hota gaya Champu ka haal Champu ko ab kuch yaad na rehta tha Galti se Biwi ko Behenji kehta tha Aakhir ek din Champu ko samjh aaya Aur chod di usne Onsite ki moh maya Boss se bola, 'Tum kyon satate ho ?' 'Onsite ke laddu se buddu banate ho' 'Promotion do warna chala jaunga' 'Ons...
Makrand Bhave  |  Commented  |  2 years ago
par Ziz saheb.... Pappu cant dance saala :))
Ajay Ziz  |  Commented  |  2 years ago
phir ek din ... champu ban gaya kishti ka chappu .. buy kiya usne prepaid lappu.. Aur sabko bana diya usne pappu .. arre pappu paas ho gaya ..
Sujeet Vishwakarma  |  Commented  |  2 years ago
I'd like to write a retrospect...' Champu ban gaya Champak bhumiya, Maan li boss ki baat. Boss ne khoja dusra champu, Maari Champu ko laat. Champu ne resume banaya, Naya navela, with detail. Bhar kar likha aisa experience, Uska Boss bhi fail. Chun...
 
 
Insight: "CHAMPU KI KAHANI Old version of Management Pot-Pourri..... still in existance.. will be forever" deleted from your view.
Undo
 
(rate this)
What has an “Axe” to do with Performance Management? Ravi, Sham, Sunil, Sathish, Dinesh and so many others in the organization complained of work pressure, unachievable targets, peer pressure, time management and loss of work life balance. Despite working hard, their performance was going down and impacting organization’s bottom line. Who is to blame for poor performance of employees and business? Ask line managers; they blame it on HR for poor hiring. Ask HR; they blame it on line managers for poor management skills. Ask me, I would say, the Axe???? Now you will ask what (the hell) an Axe has to do in performance management business? Let me tell you a small story… Once upon a time, a very ...
Makrand Bhave  |  Commented  |  2 years ago
I am about to put an AXE on the article as well... Except for the names being Indian, the entire article is a copy paste from http://empxtrack.com/blog/09/training-and-development-improves-performance/ so Mr. Jothi Rao use an AXE to sharpen your...
ujjval jain  |  Commented  |  2 years ago
Don't know about Cola, a pause certainly refreshes!
 
 
Insight: "What has an “Axe” to do with Performance Management business?" deleted from your view.
Undo
 
(rate this)
Some of the management heights 01. Promotion One: I think we should promote that gye, he is performing consistently Other: I don't think so...he already looks so happy...we will promote him, if he resigns...!! -------------------------------------------------------------------------------------- 02. Poor young chap.. Poor young chap... he attended a seminar organized by management ...'ADMIT MISTAKE AND EARN RESPECT' ....he admitted one..they sacked him !!! -------------------------------------------------------------------------------------- 03. Sales Director vs Sales Engineer Senior: Here...the management is pleased to promote you....Dy.Sales Director Junioer: Sir, what will be the change...
Ajay Ziz  |  Commented  |  2 years ago
BONUS :: M.D :: SPEAKING at AGM :: THIS TIME NO BONUS .. RECESSION ..POOR TURNOVER .. P.A TO MANAGING DIRECTOR ..CALLS CFO :: MD SAHIB AANI MERCEDES TOI SHOO NEW TYRES .. CFO :: WE DON'T HAVE FUNDS .. P.A :: FUNDS GAYE GHAAS CHARNE ..CHANGE TYRES...
Anjali Sinha  |  Commented  |  2 years ago
Really good one. The 6th one is amazing and reading apart from all other professional discussions on the platform, posts like these makes the day for many of us. Thanks for the post.
Paresh.Khanchandani  |  Commented  |  2 years ago
Mr. Aras, Very hilarious article....Thanks for the referral Sir. I also a joke to share with you here. > A Boss is a person who thinks that 9 women all together can produce a child in one month! If Achieved, he wants twins in the next month.
 
 
Insight: "Some hits...height of management challanges" deleted from your view.
Undo
 
(rate this)
Performance of people impacts the goals of not just the individual, but also the team the person is associated with.  Low performers are 'formed' due to many issues in the organization including bad ...
Shailesh Srivastava  |  Answered  |  1 year ago
In a team you can have high, mid and/ or low performer. The deliverables seen by the customer is from "the team". It is the team's responsibility (especially the leader for giving direction to members) to work and support the low performer to come...
S. Muralidharan  |  Answered  |  1 year ago
India's percentage of "have-nots" are more than treble of "haves"! Do we consider the "have-nots" as under-performers! We do subjective judgement on people! There are so many factors that lead to under-performance. We never get to the root of the...
Joe Cherian  |  Answered  |  2 years ago
Under-performers – the word itself shows they are performers but not meeting the expectations. Definitely they can be brought up to the former category – the performers. For that the HR or the immedite superior should have an open communication...
 
 
Answer: "How to manage under-performers?" deleted from your view.
Undo
 
(rate this)
The five areas of management constitute the essence of proactive performance in our chaotic world: 1 an obsession with responsiveness to customers 2 constant innovations in all areas of the firm 3 partnerships- the wholesale participation of gain and sharing with all people connected with the organization 4 leadership that loves change (instead of fighting it) and instils and shares an inspiring vision and 5 control by means of simple support systems aimed at measuring the “right stuff” for today’s environment.  And finally an attitude - 'Nice to do' Becomes 'Must Do'
Nitin M Aras  |  Commented  |  2 years ago
its perfect and practical approach
Radhakrishna Marar  |  Commented  |  2 years ago
Looks simple but truly effective....
 
 
Insight: "Prescriptions for a Proactive Management" deleted from your view.
Undo
 
(rate this)
The big projects fail or have large period of gestation as site management is not intact.The proper constitution of site management is a first step and precurser where the things will move.This is an integral part of performance management on the part of contractors to assure stake holders of their sincerity and objectivity.The site management is to be headed by Construction Manager.The General Administration and Control of the Implementation Phase are areas,the Construction Manager will take care of. Generally the project site will consist of the following broad functions .Administration .Coordination and supervision of work activities .Inspection and auditing of work .Resource management ...
 
 
Insight: "Site Management" deleted from your view.
Undo
 
(rate this)
The Wisdom Stimulus Application of Bhagavat Gita in Managment   Sri Joydip Ashram , the organization focused on the mission of free and open sharing of wisdom of Indian Gurus for well being of Individual and masses .and WiZiQ, the premier education platform, bring you an intensive and personalized course for 40 days , 'The Wisdom Stimulus – Application of Bhagvat Gita, in Managment '. Bhagavad Gita is the wisdom of Sage Vyasa, one of the greatest Indian Gurus, told in the Picturesque setting in Kurushektra . A conversation between Sri Krishna and Arjuna , it carries the gems of wisdom, which could be applied, in any Managing Situation, starting from managing your self to managing the world....
 
 
Insight: "The Wisdom Stimulus Application of Bhagavat Gita in Managment" deleted from your view.
Undo
 
(rate this)
Are our performance appraisal systems fixated on the past than focusing on the future? Many of the performance tools and processes that companies have adopted have large amount of time dedicated to discussing and identifying the past areas of success for an employee. Organizations need to be more futuristic in allowing for appraisees along with their appraiser to identify how and what areas the individual would be need to focus on to drive future success. Having observed many appraisal discussions, a grave problem I notice today is for managers being picky on past incidents, fixation on giving a rating, a bell curve fitment and calculating incentive hikes. There are a number of ways by whic...
Srinivas suravajhala  |  Commented  |  8 months ago
To evaluate a person we need an yard stick. Naturally we look for the past performance to calculate the personality, strengths and weaknesses of a person. At the same time we cant rely on the past performance of a person to calculate his/her in...
Munshi Ramchand  |  Commented  |  8 months ago
"....Organizations need to be more futuristic in allowing for appraisees along with their appraiser to identify how and what areas the individual would be need to focus on to drive future success..." This sentence points at something which is...
 
 
Insight: "Performance management process" deleted from your view.
Undo
 
(rate this)
1 Job Profile along with good financial returns.
sanjeeb tamuli  |  Added idea  "Job Profile along with good financial returns."  |  11 months ago
in a job we can not perform only if the profile is good ..the financial policy of the employer need to be satisfactory to the employees ..then only the employee will like to perform better way..
 
 
Ideate: "what matters most for performing in a job?" deleted from your view.
Undo
 
Other knowledge matching "Performance Management " topic
Activity: 1 referals , 2 arguments, 319 views  
MNC's should take in more freshers vs Do not take freshers
Activity: 1 referals , 10 arguments, 199 views  
For all those who work in IT field,whatever one works currently on is either because this was what you got it when you started the carrier, or one choose to do a specific job function and worked towards it.At some point in one's career, we would......
Activity: 268 referals , 4 comments, 51 views  
It is dedication to the Lord that sanctifies all activities. He is the prompter, executor, the giver of the required strength and skill, and the one who enjoys the fruit thereof.
Activity: 0 referals , 7 comments, 394 views  
The other day I was in a restaurant and saw a sign advertising "Sliders Fridays." From what I gathered, they offered a deep discount on tiny hamburgers, called sliders, on Friday nights. The interesting thing about this discovery is that I own the restaurant and it's the first I knew of it. (Stacey's at Waterford:  www.eatatstaceys.com ) I don't just own the restaurant. I also manage it, although I use that term loosely. I've taken the concept of hands-off management to the next level. Most of the time I have no idea what the staff is up to. They organize customer events, execute marketing ideas, hire and fire, change the menu, and pretty much anything else they want. I only get involved if there is a largish expense that needs to be approved. I see the financials daily, by e-mail, but I'm mostly about the bottom line. As a well-known critic of managers, I painted a big red bulls eye on my back when I started managing the restaurant. For the first year I was involved in the details...
Activity: 29 referals , 1 comments, 105 views  
17 Management Funda's1. "We will do it" means "You will do it" 2. "You have done a great job" means "More work to be given to you" 3. "We are working on it" means "We have not yet started WORKING on the Same" 4. "Tomorrow first thing in the morning" means "Its not getting done "At least not tomorrow!" 5. "After discussion we will decide-I am very open to views" means "I have already decided, I will tell you what to do" 6. "There was a slight miscommunication" means "We had actually lied" Office-management-fundas 7. "Lets call a meeting and discuss" means "I have no time now, will talk later" 8. "We can always do it" means "We actually cannot do the same on time" 9. "We are on the right track but there needs to be a slight extension of the deadline" means "The project is screwed up, we cannot deliver on time." 10. "We had slight differences of opinion "means "We had actually fought" 11. "Make a list of the work that you do and let's see how I can help you" means "Anyway you have to...
 
 
Recent Knowledge in Topic (24)
Commitment based performance vs Fear based performance
 
0 referals 7 arguments, 161 views
A Priest dies is awaiting his turn in line at the Heaven's Gates.   Ahead of him is a guy,...
 
57 referals 3 comments, 74 views
If your board wants to have some  tools to evaluate the President's performance, I  suggest the ...
 
29 referals 0 answers, 29 views
more...  
Similar Topics
This topic should discuss at similarities - in design and use - between risk...
3 insight , 2 debates  
Appraisal Evaluation is Major Process for consideration of Special...
1 insight , 3 debates , 3 idea contests , 1 question  
Solutions to implement into Business Performance Workflow Management into my...
1 insight , 1 question  
This topic compares and contrasts two of the most widely adopted Performance...
1 idea contests , 1 question  
Metrics and Key Performance Indicators are just one aspect of the integrated...
2 debates