Assessments are too subjective, not a reliable reflection of actual performance and unfair.Feedback often comes from a single source (the line manager) which can give too narrow a view.They focus on past performance with little attention paid to future performance improvement, learning and development.Some have argued that performance management should be abandoned wholesale, but typically employers overhaul it rather than scrapping it entirely.Ĭriticisms of traditional approaches to performance reviews are: There’s been much debate over the last decade about whether ‘traditional’ approaches to appraisal are fit for purpose. Their main purpose is to inform administrative decisions (such as on pay, bonuses, promotions or redundancy) and/or to support professional growth and improvement. ![]() ![]() ![]() Performance reviews are an important element in the broader set of processes that make up performance management.
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