So long as humans are being rated by other humans, a certain amount of bias is bound to be introduced into the process, and this aspect should be readily acknowledged. Accordingly, we must set about creating a culture, systems and processes that can help minimize the impact of such a bias.
It is indeed ironic that in spite ofalmost a century of research (andpractice) on the subject, we are still struggling to understand the nuances of managing human performance. Beyond doubt, there are a host of complicated issues associated with managing human performance. However, rather than delving deep into the issues and working towards developing and designing appropriate system and processes, we appear to be ready to write the very epitaph of performance management. I find it ironic that many HR systems and processes are subject to such treatment by the so-called gurus perhaps, they do not quite get it themselves. As with any human oriented system, the emphasis should not be on the system part-instead, it is the human aspect of the system/ process that should be the front and centre when designing such systems/ processes.
Since the time of the industrial revolution, organizations have relied on human beings and human performance to achieve their organizational goals. Given our long history dealing with human performance, one would assume that by now, we would have mastered the process and, at the very least, come to accept it as an integral part of organisational management. In my humble opinion, the problem lies with organisations and their managers who fail to render HR and related systems the due respect that they deserve. It is common knowledge that for any organisation, the only source of competitive advantage are its employees. Innovations, technology and products, may function as enablers for organisations to relish successes for shorter durations, but, it is in fact, human intelligence which functions as the true source of sustainable competitive advantage. Therefore, it is not wrong to assume that given the critical importance of performance management, we would have accepted that it matters, and developed appropriate interventions to deal with it.
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Denne historien er fra September 2017-utgaven av Human Capital.
Start din 7-dagers gratis prøveperiode på Magzter GOLD for å få tilgang til tusenvis av utvalgte premiumhistorier og 9000+ magasiner og aviser.
Allerede abonnent? Logg på
Continuous Learning For Growth
Of late, for organizations particularly in the service sector, people have become the strategy. And, if that is the case, the Learning and Development (L&D) department in organizations, and the industry in general, is likely to witness significant growth in 2017 and the years thereafter.
Creating Open Spaces And Minds
As the boundaries of life between work and home continue to blur, employers and employees are sitting up and are noticing the ways and means to offer and avail a worthwhile experience at the workplace.
Striking The Right Balance
In 2017, an employee in the HR Department of a leading global company received an excel sheet attachment in his official mail. While the content seemed harmless, it was in fact a well disguised Ransomware attack which had in fact placed several companies worldwide in the dock. Ransomware attacks targeting HR departments across the globe have since been in vogue since they possess valuable employee data which can be used to commit crimes such as tax frauds and the like.
The Multifaceted Advantages Of AI
AI can speed and automate data collection, make fundamental observations, systemize HR issues, and differentiate customer and employee profiles. But, corrective measures and final decisions can only be approved by people who can understand how to leverage AI tools to acquire accurate information sans the noise and interpret them the right way.
Engagement Surveys: A Means Or An End?
Surveys are not merely a way to check the pulse of the organisation; they should ideally be used as vehicles to improve the organisation culture, people practices and employee experiences which gradually translate into business success.
What Is And What Needs!
The idea of the best fit works only in a perfect universe. In reality, what talent specialists and hiring managers should focus on is getting the close fitment. They should work with an approach that bridges the gap between what is (available) and what needs to be (done).
A Matter Of Strategic Timing!
The term 'work-life balance' has become a popular chant for all working professionals today. A world of different opinions continue to pervade our lives, with one actually affirming that there truly is no direct relationship between the parallel worlds we live in.
Picture Out Of The Frame
A few months ago, Moon Jae-in, the President of South Korea, made an unusual announcement.
Analysis
It is paramount for a pharmaceutical company to meet the business requirement of regulatory compliance.
How Can They Fire Her?
It is a common phenomenon in the corporate landscape to misinterpret the inability to respond to a query by a Manager as a serious lapse which at times leads to termination of his/her services. As a fallout, not only do they risk losing out a person with superior managerial skills, they also dampen the spirit of the juniors in her department, leading to sinking morale and reduced engagement.
