Performance Management

Improve performance management with ongoing feedback, goal-setting, coaching, strengths-based development, and recognition and rewards

Beyond the annual review, performance management should include ongoing feedback, goal-setting, coaching, strengths-based development, and recognition and rewards – and managers must be held accountable for these outcomes. Learn how performance management can be integrated with strategic organizational goals, rewards and recognition programs, and development and succession plans. With the help of performance management systems and social technology, you can make performance management part of day-to-day leadership.

Learn More about Performance Management with our Top Resources

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Gear Up Performance Management Infographic

April 7, 2014

Explore Podcasts, Webcasts and  Executive interviews from the Human Capital Institute (HCI) to learn best practices and new ideas from thought leaders on performance management. Please click on the titles in the infographic to view content.

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Cornerstone @ Microsoft

April 3, 2014

Learn how Microsoft Corporation has incorporated a culture of employee empowerment across their eight lines of business through an integrated approach to succession planning and talent mangement.

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Developing Female Leaders

April 1, 2014 | Lisa George, Aida Sabo

Successful, innovative, big businesses have entrusted their fortunes in the capable hands of female executives. Cardinal Health, a Fortune 17 healthcare company with over $100 billion in revenue and over 33,000 employees, has taken bold steps to accelerate the advancement of women internally, but also in the community and in the healthcare industry.

BlogOutta You and Me

You Know What Happens When You Assume? Not Informal Learning

March 5, 2014 | Andrew Bateman | HCI

Perhaps organizations’ biggest false assumption about informal learning is that its occurrence in the day-to-day is assumed. Some organizations may lump informal learning with experiential learning which is something entirely different. Possibly because it’s so ingrained in the talent lifecycle; experiential learning feels assumed. Most organizations have the proper structure to guide employees to where experiential learning can be assumed. If it’s not happening as it should, performance suffers and becomes immediately apparent and immediately addressed.

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Reimagine Work

February 28, 2014 | Cornerstone OnDemand

Whether you’re ready for it or not, the future of work is now. The new way of work is multigenerational, multi-geographical, multi-cultural, and location-agnostic and device-independent. Workteam and organizational structures ...

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