Performance management primer
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Performance management is not about ratings & salary raises. It is strategic activity, warrants serious attention from middle management.
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Performance management primer
- 1. Performance management Beyond ratings & rankings Jayakumar Balasubramanian [b.jayakumar@gmail.com]
- 6. The same can be said as..
- 11. Thank you! Got comments/inputs about this presentation? Please send them to [email_address]
Notes de l'éditeur
- Performance management is often mistakenly understood as a way to appraise an individual's salary or grade. While it has become a practice in growing economies like India, the deeper aspects of performance management goes beyond salary revision.
- Every organization goes thro' change in 10 years. If not, they go out of business. Given the fact that average career span of a knowledge worker is 40 years, individuals as professionals has to at least change once in 10 years; Performance management system should be seen as a way to make those changes happen.
- Say for example, an organization is moving from a start-up mode to a mature mode. In this case retaining and establishing long term association with customers is more important than looking out for new customer. In the start-up mode, it is quite possible that TTM (time-to-market) was a priority where quality of the customer deliverable can take a back seat. With organizational priority changing towards retaining customers, the quality factor takes the number one priority. In a R & D engineering organization this would eventually boil down to the task of conducting effective code reviews.