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Performance Management
Tags :
HR,Performance, Management , Change
Industry :
Human Resources (HR) Consulting, Management & Strategy Consulting
Functional Area : Performance Management, Change Management |
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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 "
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...should be used exclusively for development purposes
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...should be used for appraisal purposes as well
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Sabuj Chowdhury
| Argues in support of
"...should be used for appraisal purposes as well"
| 3 years ago
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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
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RAMESH KANDADAI
| Argues in support of
"...should be used exclusively for development purposes"
| 3 years ago
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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...
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Gary s Vermaak
| Argues in support of
"...should be used for appraisal purposes as well"
| 3 years ago
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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...
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Debate: "360° Feedback" deleted from your view.
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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...
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Makrand Bhave
| Commented
| 3 years ago
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par Ziz saheb.... Pappu cant dance saala :))
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Ajay Ziz
| Commented
| 3 years ago
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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 ..
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Sujeet Vishwakarma
| Commented
| 3 years ago
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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...
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Insight: "CHAMPU KI KAHANI Old version of Management Pot-Pourri..... still in existance.. will be forever" deleted from your view.
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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 ...
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Makrand Bhave
| Commented
| 3 years ago
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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...
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ujjval jain
| Commented
| 3 years ago
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Don't know about Cola, a pause certainly refreshes!
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Insight: "What has an “Axe” to do with Performance Management business?" deleted from your view.
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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...
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Ajay Ziz
| Commented
| 3 years ago
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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...
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Anjali Sinha
| Commented
| 3 years ago
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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.
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Paresh.Khanchandani
| Commented
| 3 years ago
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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.
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Insight: "Some hits...height of management challanges" deleted from your view.
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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 ...
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Shailesh Srivastava
| Answered
| 2 years ago
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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...
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S. Muralidharan
| Answered
| 2 years ago
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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...
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Joe Cherian
| Answered
| 3 years ago
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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...
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Answer: "How to manage under-performers?" deleted from your view.
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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'
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Nitin M Aras
| Commented
| 3 years ago
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its perfect and practical approach
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Radhakrishna Marar
| Commented
| 3 years ago
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Looks simple but truly effective....
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Insight: "Prescriptions for a Proactive Management" deleted from your view.
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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.
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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.
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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...
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Srinivas suravajhala
| Commented
| 1 year ago
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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...
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Munshi Ramchand
| Commented
| 1 year ago
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"....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...
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Insight: "Performance management process" deleted from your view.
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1
Job Profile along with good financial returns.
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sanjeeb tamuli
| Added idea
"Job Profile along with good financial returns."
| 1 year ago
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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..
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Ideate: "what matters most for performing in a job?" deleted from your view.
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Hello friends, Sharing you with you an interesting blog posted on TalentEquity.in about how to be cheerful at workplace. Kindly share your views on this. "This is the beginning of a new year and is a right time to take stock of your work life. We take many resolutions to make our personal and professional life better and more disciplined. Well, I am not going to discuss on resolutions and their follow ups. However one thing which is very important at work is to be cheerful and happy. This not only set positive vibration around you but also establishes you as being someone who is in control, smooth, relaxed, confident and mature. So be cheerful all the time. What if a project has failed, boss has given not-so-good feedback. What if you have not got on-site opportunity this year. Salary increment and promotion is still pending. It’s still no reason to loose your smile. Whatever your situation is things will get better for sure. Actually maintaining a cheerful and happy outlook is...
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Saying no is perhaps the most important productivity tool that exists. Saying no is an art. It is also perhaps the most difficult thing to do for most people. I used to dread the occasions where I knew I will have to say no and I used to prepare for such situations for days. Now, I almost look forward to saying no to people and I actually enjoy the process! Find out how the change happened. 1. You are doing everyone a favour by saying no. Whenever you are saying NO to someone, remember that it is for their benefit! By saying no, you are • Giving the person an opportunity to look for someone who can do the job better. • Avoiding negative feelings about the person. 2. Visualize the alternative (to saying no) in vivid detail. • You will feel bad and will curse yourself for accepting the task. • You will do a bad job. • You will hate the person for putting this on to you. • The person will hate you for doing a bad job. • You should not have said yes, if you were not going to do a good...
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Hi Friends, I am sharing with the reviews of IBM on work culture, growth prospects salary, done by their employees. Please share your views. A Project Manager wrote: What I like about IBM: "IBM offers a very flexible working environment. In most cases, no one will ask you what time you come or go from office. Neither the logs of the swipe card will be analyzed to take some action against you in normal circumstances. In special circumstances, the company can even allow you to work from home. No blocking of internet or phones . All in all, you are "not" working in a jail. It has a wealth of knowledge..... " What I don't like about IBM: "Sometimes you feel that there are too many processes to follow. The company is so huge that it is a challenge to make people aware of existing processes. I have often seen it happening that sometimes small groups within IBM try to develop their own processes, often unaware that such a best practice already exists and can be leveraged. Ofcourses, Lou...
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