Managing employees really shouldn't be as hard as it is. For the most part, employees are pretty predictable. They are going to adjust their behavior to fit in with their co-workers. Left to ...

Over the last 10 years, there has been a shift away from the outdated, annual performance review model, towards a new, flexible alternative – continuous, or agile performance management. This new ...

Employees frequently have to deal with demands for improved performance. The demands are typically accompanied by simplistic solutions, such as fire more people, tighten your performance standards or ...

Competency management systems allow employers to evaluate employees' performance. Use of these systems allows managers and supervisors to identify gaps, deploy remedial training, recruit staff and ...

The June 17 memo from the Office of Personnel Management’s acting Director Charles Ezell, “Performance Management for Federal Employees”, reflects an important development for managing employee ...

There is a long standing belief in business that people performance follows the Bell Curve (also called the Normal Distribution). This belief has been embedded in many business practices: performance ...

To fix performance management systems, C. Allen Gorman, Ph.D., industrial-organizational psychologist at the University of Alabama at Birmingham Collat School of Business, suggests implementing a ...

We've come a long way from the time when the father of scientific management, Frederick Winslow Taylor, yearned for a worker "so stupid and phlegmatic that he more nearly resembles an ox." Or have we?

Growing Number of Companies Adopt Taleo’s Ground-breaking ‘Continuous Dialogue’ Approach to Managing Performance Companies of all sizes are no longer relying solely on annual performance reviews to ...

Many employers still rely on traditional performance management approaches that put people into boxes. The Employment Rights Bill creates an urgency to build more proactive, human-centred ways to help ...