For employee the feedback is most important.
Rujuta Pendharkar is Founder and Principal PeoplePlusResults– www.peopleplusresults.com, a niche strategic HR Consulting and People Development firm.
Whose responsibility is Performance Management?
It is joint responsibility between the employee and the manager. For employee the feedback is most important. For the manager, enabling growth and development in the employee through feedback is critical.
HR needs to partner with Leadership to make the environment conducive to having open, honest conversations by working on the culture and systems.
Should Development discussions be de-linked from Performance Reviews?
There should be a parallel process focusing around development. Performance feedback if given in a timely, regular, constructive and balanced manner can be developmental as well.
But there needs to be a separate space created for having developmental conversations on the employees short term and long term career development needs.
Which is the Performance Management model that’s most effective?
That’s a tough one! 🙂 I don’t agree with the bell curve but I don’t yet have a fool proof, practical alternative.
There has to be something which compares the employee against his own past performance rather than relative ranking which compares him against his peers.
This is one area I am interested on working to provide viable, yet innovative alternatives to the bell curve.
Is the Bell Curve any longer relevant?
That’s a tough one! 🙂 I don’t agree with the bell curve but I don’t yet have a fool proof, practical alternative.
There has to be something which compares the employee against his own past performance rather than relative ranking which compares him against his peers.
This is one area I am interested on working to provide viable, yet innovative alternatives to the bell curve.
What works best in Employee Performance Management?
Adobe seems to have done away with the bell curve and has brought the focus back to feedback. That is one company to learn from.