The work we do has evolved so rapidly that companies are feeling the need to change the way they hire, assess and appraise talent. Just over a month ago, in November 2019, Sony Pictures Network India joined a growing band of companies that are re-engineering their performance management systems, doing away with the bell curve and recency bias and forms and static procedures. With the media and entertainment industry being disrupted badly due to new forms of content consumption coming in, the imperative for a rejig in its HR policies was necessary. Manu Wadhwa, CHRO at SPNI, which is in its 25 th year of operations in India and has 24 channels and 1,200-plus employees, explains the philosophy behind the move and other talent-related initiatives.
Why did you feel the need to change your performance management system?
The traditional system was structured as a top-down, linear, bi-annual appraisal process with talent discussions happening twice annually. This system was best suitable for a time when the industry was witnessing limited to no change but has since lost its dynamism.
In order to maintain our leadership in the industry, we felt the need to be innovative, agile and updated. While embracing agility, it was essential for us to re-examine our values and the way we evaluate performance.
How did you go about implementing it?
Esta historia es de la edición January 02, 2020 de The Hindu Business Line.
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