Even if you have your own HR budget to invest in new tech, to introduce a successful change you first need to gain complete executive buy-in. If you can convince your executive team that your solution will have a positive impact on your results, they’ll “buy-in” to your plan.
Choosing the performance management system that’s right for you is never easy, particularly when it comes to driving adoption. That’s why it’s critical that your adoption plan takes into consideration people’s mindsets, and your company culture. One way of improving your chances of success is to look for a vendor that is focused on successful adoption.
The ability to track and measure your people’s performance with hard data is a real privilege of today’s HR landscape. While it’s not really necessary to collect terabytes of data, it is critical you at least have enough information to strategize and optimize your people processes. Here are the top five metrics your performance management system should help you track.
Traditionally the performance management process has been HR’s responsibility, but it can be difficult to know where to start to build one that fits your organization’s unique needs. Discover Impraise’s three most common strategies to develop a successful performance management process.
Marie Gould Harper, Program Director at the American Public University shares her opinion on how HR departments can help make the performance management process more valuable for managers and employees alike by looking at team and project outcomes, not just individual performance.
The season for performance reviews is here and you’re probably wondering what you’re going to say in your self-assessment. It encourages you to think about your accomplishments, as well as areas for improvement. If you don’t know how to write a self-assessment, we’ve put together a few examples for you.