Performance Management for New Organizations – Part 2

Why performance management for new age organizations? Human resource professionals have lost sight of the connect with their people, because of their obsession with high sounding concepts, processes and metrics. I have in the last decade watched with horror the…

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Top 3 reasons to focus on Employee Performance Management

In today’s organizations where strategic and dynamic HR practices are on the go, employee performance management practices play a key role in building the overall organizational competency and effectiveness. So, what is Employee performance management? Employee performance management is a…

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Performance based culture has clear ties to the bottom line

The term Performance based culture means, employees accomplishing the given task measured against present standards. Becoming the “preferred” partner for a client demands that the company differentiate itself among its competitors. Creating value or making a difference for a client…

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Why wait, when you can appreciate now?

Organizations who spend so much of time to define ‘how’ and ‘why’ recognition should take place, often fail to address one another, yet very important dimension of “when” the recognition ought to be done. Thus all efforts spent towards the meticulous planning usually end up as a bad recognition plan and the positive outcomes sought after employee appreciations are never realized. Due to this many organizations who enthusiastically sought to derive recognition plans often loose their interest and the whole process silently withers away.

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4 Steps to bring Continuous Feedback Culture.

Continuous improvement need not apply only for the Quality of a product or service but will also apply for human beings. Developing and Improving the quality of workforce is a key requirement for any organization. Continuous feedback is an important tool that helps people improve the quality of their team on an ongoing basis.

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