The aim is to understand the
Performance Management Process Understanding Old Vs New ways to performance Management like Bell Curve, Continuous Performance Management Continuous Feedback: Shifts from annual reviews to ongoing, real-time feedback to enhance agility and employee development.
Goal Alignment: Emphasizes setting SMART goals that align individual performance with organizational objectives, often using OKRs (Objectives and Key Results).
Employee Development Focus: Prioritizes coaching, skill-building, and career growth over solely assessing past performance.
Technology Integration: Utilizes performance management software and analytics tools to track progress, gather insights, and streamline processes.
360-Degree Reviews: Incorporates feedback from peers, subordinates, and managers for a more holistic view of performance.
Employee-Centric Culture: Encourages collaboration, engagement, and well-being as central to performance success.
Agile Performance Cycles: Uses quarterly or project-based reviews instead of annual assessments to stay relevant and responsive.
Recognition and Rewards: Implements regular recognition programs to boost morale and reinforce positive behaviors.
Mapping ratings using Bell curve and Continuous Performance Mgt.
Calculating increments in a given budget using the above 2 methods
