Performance Management is fast emerging as the differentiator between a successful organization and any other organization. With the high amount of automation, HRs role is now focused on people performance management. This is more pronounced in organizations with a large frontline workforce – FMCG, Consumer Durables, BFSI, etc. While many theories abound on… Continue reading Top 13 blind spots in People Performance Management
Employee X checks into the office on time, just on time. Employee X is very quiet at work. Completes the work assigned to the best of his/her ability. Shows no initiative, and is dependent on the manager for further instructions. Leaves office on the dot, uses all eligible employee benefits to the most. Employee X… Continue reading Quiet & Loud Quitting – how to manage with People Performance Management
You have taken the feedback from all stakeholders. Created multiple drafts, burnt the midnight oil, went through multiple versions, and finally launched your company’s much-awaited Performance Management System.Post the rollout, the feedback is not what you expected. Ok, no process or system is perfect and is expected to please all. However, some surprises are in… Continue reading What Are the Surprising Blind Spots in Performance Management?
There are no perfect systems. There are no perfect processes. In fact, a perfect world does not exist, especially where it involves people and their performance at work. Forewarned is forearmed. If we know what and where we can find the why. Once you find the why, you can work on the how. … Continue reading 13 Blind Spots in People Performance Management
Every piece of data tells a story. Research in the field by TMI Group and others has thrown up significant findings in the area of performance management. While some variations from the expectation are normal, what has gone unnoticed are the huge gaps in people performance management. FrontLine Workforce has one of the… Continue reading 7 Elements of Significant Performance Enhancement
One of the earliest and most famous performance management models has been the Management by Objectives (MBO). It is based on a theory of management developed by Peter F. Drucker in his book Practice of Management (1954). Essentially, in summary, MBO is a performance management system in which the manager and employees develop areas… Continue reading MBO – Are Frontline Workforce Team Objectives Met?