Explore Alternatives Now! - Performance Management In The Multi-dimensional Digital World
People Matters|April 2019

Earlier, business was not quite as dynamic, employment was intended for the long-term, and the idea of pay linked to performance was quite a defendable model. But as we examine the tradition of performance management in light of today’s digital business models, there are a number of new questions that emerge

Richard Smith
Explore Alternatives Now! - Performance Management In The Multi-dimensional Digital World

While there have been a number of questions about the annual performance appraisal over the last several years, many firms decided to totally abandon the decades of tradition that lay at the core of many HR processes. In 2015, Deloitte made headlines when they reviewed the evidence and considered the value of the process relative to the time involved across the management teams. Other firms like Accenture, GE and Microsoft have also taken similar actions. While there seems to be a rally-cry for abandoning the annual appraisal, it seems that it might indeed is time to rethink the entire concept of performance management in light of our digital era.

Many of the HR systems and processes can be traced back to the industrial revolution when management needed systems to manage employees on a large scale. The rise of unions and workers councils required fair and consistent processes in organizations. Having a clear performance rating that was determined each year as a basis for then awarding incremental pay raises and promotions was a simple way of organizing management actions. The business was not quite as dynamic, employment was intended for the long-term, and the idea of pay linked to performance was quite a defendable model.

As we examine the tradition of performance management in light of today’s digital business models, there are a number of new questions that emerge. Computer engineers are familiar with the fact that in the physical world, we deal with three dimensions, but in the digital world, we can create complex relationships across many dimensions. As we consider performance management, we ask ourselves new questions related to time, relationship, job, employment, human, diversity, and progression. Let’s take a closer look at each of these dimensions.

Denne historien er fra April 2019-utgaven av People Matters.

Start din 7-dagers gratis prøveperiode på Magzter GOLD for å få tilgang til tusenvis av utvalgte premiumhistorier og 9000+ magasiner og aviser.

Denne historien er fra April 2019-utgaven av People Matters.

Start din 7-dagers gratis prøveperiode på Magzter GOLD for å få tilgang til tusenvis av utvalgte premiumhistorier og 9000+ magasiner og aviser.

FLERE HISTORIER FRA PEOPLE MATTERSSe alt
How Digital Transformation Can Power The Great Reset
People Matters

How Digital Transformation Can Power The Great Reset

Technology has the potential to serve as the key enabler of change between digitalising administrative tasks and fostering human connections

time-read
4 mins  |
December 2022
The Crypto Meltdown Of 2022
People Matters

The Crypto Meltdown Of 2022

FTX implosion: A setback, but not the end for the crypto market

time-read
3 mins  |
December 2022
Govern Pre-IPO Unicorns to Create Value; Not Valuation
People Matters

Govern Pre-IPO Unicorns to Create Value; Not Valuation

Billion-dollar startups always make the headlines. But is there true value behind those eye-catching valuations? How can proper governance be implemented for these much-hyped companies?

time-read
4 mins  |
December 2022
On change and change management
People Matters

On change and change management

The best way to end the year, especially such a disrupted one as 2022, is by laying the groundwork for the year to come. Michelle Yong, Head of Resourcing at Shell, offers some insights on change management to bring us forward into 2023

time-read
5 mins  |
December 2022
The Great Reconnection: A paradigmatic moment for employers and employees
People Matters

The Great Reconnection: A paradigmatic moment for employers and employees

This year has not been a good one for employee retention. The Great Resignation, originally thought to be a US phenomenon, has emerged in Asia now. But is there a way to turn it into the Great Reconnection?

time-read
4 mins  |
December 2022
Lessons Managing in leadership: a global hybrid team
People Matters

Lessons Managing in leadership: a global hybrid team

What takeaways can we draw from the pandemic? Fatima Koning, Chief Commercial Officer at IWG, shares what the last five years have taught her about managing a global sales team across 120 markets in the hybrid model

time-read
5 mins  |
December 2022
Eight HR trends that we saw throughout 2022
People Matters

Eight HR trends that we saw throughout 2022

As companies manage their workforces in a dynamic era, HR departments have continually adapted and adjusted, and never more than this year as digital acceleration and workplace evolutions came together

time-read
5 mins  |
December 2022
One way to turn the tide of employee retention
People Matters

One way to turn the tide of employee retention

There's a surprising link between skill development opportunities and job satisfaction. Here are some ways of boosting skilling and thereby talent retention

time-read
3 mins  |
December 2022
A key focus for L&D going into 2023 should be business alignment
People Matters

A key focus for L&D going into 2023 should be business alignment

Venkat Subramaniam of Degreed believes that learning is core to business success and organisations need to invest in the right processes and technologies to adapt to continuous change

time-read
4 mins  |
December 2022
WOMEN IN LEADERSHIP CAN BE GAME GHANGER FOR INCLUSIVE FUTURE OF WORK
People Matters

WOMEN IN LEADERSHIP CAN BE GAME GHANGER FOR INCLUSIVE FUTURE OF WORK

BREAKING FREE FROM THE STEREOTYPES IN THE INSURANCE SECTOR, PAMELA THOMSON-HALL SHARES HER JOURNEY OF BEING A CHAMPION FOR WOMEN AND BRINGING ABOUT A CHANGE IN A MALE-DOMINATED INDUSTRY

time-read
9 mins  |
December 2022