Hacking HR to Build an Adaptability Advantage

Tagged "performance management"

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heidi-de-wolf's picture
1Comments

Marketing & Psychology Skills for HR - The principle of PULL not PUSH

Reading through the questions on the 'Embedding Adaptability' Tool, there is a principle that should be applied to several of the answers and that is PULL.

It is a marketing technique that relies on pulling consumers in through the use of values rather than pushing products to consumers. Within HR...

By Heidi De Wolf on June 28, 2022
Marketing
performance management
talent management
instinct
nudge
pull
push
1Comments

No More Annual Appraisals

Move away from fixed annual/half-yearly appraisal cycles to appraisal cycles based on achievement of a goal, irrespective of when the goal is achieved (one corporate goal for everyone). 

This focuses the entire energy of the organization to achieving the goal and do not get diverted on any other process till...

By Mukesh Gupta on June 24, 2022
annual appraisal
performance management
compensation
stephanie-sharma's picture
1Comments

Objective vs. Subjective & Individual vs. Role-based

Short-term: move measure of value that each human brings to a role or function, to significantly more objective and individualized levels. From the point of hire on:

1. Placement: Objective talent selection through scientific assessments, self-assessments and consistent development reviews to ensure talent to role and talent to...

By Stephanie Sharma on June 24, 2022
performance management
human value
asset
Objective
subjective
process
2Comments

STAY INTERVIEWS

Utilize a formalized Interview process with employees in their current role that mirrors what a new applying candidate would experience if their current job were to be posted in today's market. 

This will allow tenured employees with the ability to see how the current expectations for their role continues to be...

By Dave Whitman on June 24, 2022
talent acquisition
talent alignment
performance management
6Comments

employee lead performance management

Most managers hate the performance management process and their teams hated it more.We should completely change performance management. The end of year conversations should be no more than a confirmation of what everyone knows. No surprises. All the discussion, data collection and adjustment to objectives and performance should be happening...

By Jan Hills on June 23, 2022
neuroscience
flexibility
performance management
andy-lippok's picture
11Comments

Abolish performance appraisals

As Coens & Jenkins outline in their book "Abolishing Performance Appraisals", and as I've encountered in numerous on-line discussions and with hunderds of people within many organisations, and as outlined in a paper written by Prof Phil Taylor at the University of Strathclyde, I believe that performance management as practiced...

By Andy Lippok on June 21, 2022
annual appraisal
appraisal
performance management
monique-jordan_1's picture
12Comments

Working for the Customer not 'The Man'

Bosses aka “the man” frequently blur the line of sight to the customer forcing people to choose between meeting the needs of the boss or the customer. The fact that the boss doles out reward [raises, good evaluation, promotion etc.] and punishment [poor assignments, no raise or even firing] based...

By Monique Jordan on June 11, 2022
customer focus
performance management
service oriented
natually adaptive
Openness & Transparency
flexibility