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.
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Joe Garcia, Ph.D., Sr. Director, Talent Management at The Home Depot, shares his experience in creating a competency model grounded in empirical data and linked with business strategy in mind.
Key insights include:
Start with the ...Read more
Joe Garcia, Ph.D., Sr. Director, Talent Management at The Home Depot, shares how HR made the business case to redefine their competency model to reflect the skills/traits that were proven to drive performance in managers.
Select ...Read more
Talent management is a vital component of organizational success. A company achieves significant competitive advantage when it takes a strategic approach to developing the strengths and capabilities of its existing workforce to meet current and ...Read more
Maintaining and improving talent inside organizations is a large part of human resource (HR) departments. One way HR executives can motivate employees and increase productivity is through a strategy called “pay for performance.” Pay ...Read more
The talent-pool approach to succession planning has emerged as a strategic best practice that establishes a larger number of employees for promotion — "bench strength" — who are more likely to stay loyal and whose skills are ...Read more
As technology changes, so do the applications for talent and performance management. Susan Tonkin, Senior Product Marketing Manager at Saba Software, Inc. explains that there is a new approach to the processes of performance management and how ...Read more