March 24th, 2009 — 12:03am
Like it or not, we are in a ‘New Economy’ and your workplace may become impacted as a result. Like many HR professionals, I am witnessing former middle and senior managers take what is being termed by the mainstream media and business press as “survival jobs.” The challenge for us is how to handle these professionals, their goals, and their aspirations.
The complexities of managing this emerging, dynamic workforce and the accompanying labor pool are the diverse needs and aspirations of the people behind the numbers. I predict that many will find happiness in their new roles and will want to grow with your organization. Others are already working on consulting projects and/or planning new businesses during their spare time. There will be others that will try to find happiness in both worlds (with your organization and on their own). The result will be something more complex than just managing across generations and inherent skill sets; it will mean finding the right plan and approach down to the individual level. Continue reading »
Comment » | Benefits, Diversity, Employee Development, HR Methodologies, Strategic HR, Talent Management, change management
March 8th, 2009 — 5:28pm
For years, I have observed, developed, and participated in performance review-performance appraisal discussions, work-focus groups, and processes. I have actively engaged in and observed work groups and subject matter expert forums as passionate managers and functional experts debate heavily over the meaning of words, accuracy of forms and processes, and the fairness of performance appraisals tools. Within all this we have seen arguments made in linking the performance appraisal and accompanying reviews to rewards, organizational strategic objectives, and/or workplace culture. There were and are differing opinions as to actual responsibilities of executing performance reviews/appraisals between HR and line managers.
Considering all the factors above, my argument-opinion is simple: Performance Reviews-Appraisals are not your enemy. The performance review-appraisal process cannot and should not become the scapegoat reason for delaying performance feedback nor management’s resistance to utilizing it as a legitimate performance management tool. Continue reading »
Comment » | Diversity, Employee Develoipment, HR Methodologies, Performance Management, Performance Review, Talent Management, Training and Development
