Organisational performance management can be a complex process, as there are many areas which can potentially cause problems. This article outlines some common pitfalls to be aware of and offers advice on developing an effective organisational performance management strategy.
The two groups of performance management experts (Torrington and Hall, and Cave and Thomas) have formulated models for showing the cyclical nature of performance management processes, which are reviewed here.
Effective organisational performance management provides a comprehensive picture of overall performance. It also provides senior leaders and operational managers with an understanding of how each area contributes towards achieving strategic goals. This article introduces the concept of organisational performance management and considers the key steps in the performance management cycle.
One-on-ones can be key in building team relationships and trust. Make your one-on-one count by following these five easy steps.
A review of the CIPD’s seminal ‘black box’ research into how and why HR policies and practices affect performance.
An introduction to the performance management cycle, and the individual elements of a performance management framework.
Use the Inverted-U Theory, also called the Yerkes-Dodson Law, to set the optimum level of positive pressure for your people to deliver outstanding results.
Is your team working to its fullest potential? Could you all do better, if only you knew how? Learn some practical methods to improve team performance.
This exercise helps managers to identify how well they support the performance management process in their team. It covers all key aspects of the process, from providing direction and setting objectives to identifying development needs and drafting personal development plans.
Watch this video to discover how to deliver effective and meaningful one-on-ones.
Watch this short video to discover some top tips on how to run effective one-on-ones.
