Managing Performance Best Practices

《Managing Performance Best Practices》由会员上传分享，免费在线阅读，更多相关内容在学术论文-天天文库。

1、TALEOWHITEPAPERManagingPerformance:BestPracticesTableofContentsIntroduction....................................................................3PastPractices................................................................4BestPractices........................

2、........................................6Providefrequentfeedbackandcommunication.................6Empoweremployeestomanagetheirowncareers............7Aligngoalswithbusinessobjectives...................................8Rewardperformers.........................

3、.....................................9Leadthetotalworkforce,managetheindividual..............10NextPractices..............................................................11Conclusion...................................................................14Contacts

4、forTaleoUS888.836.3669International888.922.5665info@taleo.com2IntroductionTheoverallperformanceoforganizationspivotsontheactivitiesandoutputoftheirmostvaluableasset:theirworkforce.Asbusinessesincreasinglycompeteincrowdedglobalmarkets,successfullymanagingorgan

5、izationaltalentcanprovidethekeyedgetodrivesuperiorresults.Inresponsetothisneed,thenewsoftwarecategoryofperformancemanagementhasemergedoverthelasttenyears,promisinggreaterefficiencyinperformancereviewsandtighterorgani-zationalalignmentthroughcascadinggoalplans.

6、Inattemptingtosystematizeperformancepractices,thefirstgenerationofsoft-waretoolstransformedadynamic,forward-lookingprocesscalled“managingperformance”intoapassive,backward-lookingprocesscalled“performancemanagement.”Inthistransition,performancebecameepisodicand

7、time-stamped—athingtobejudgedratherthanacollectionofcurrentandfutureactionstobeguidedandcoached.SavvyHRandlineofbusinessleadersknowthatmotivatingandmanagingemployeeperformanceisn’tjustaboutgoalsandreviews.Theprocessincludesdynamicperformanceandgoalsmanagement

8、andextendsbeyondtopracticesaroundcompensationandrewards,learninganddevelopment,andsuccessionandcareerplanning.Managingperformanceisprimarilytheresponsibilityofthemanagerandtheindividualco