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Reviewing This Week on Make HR Happen – November 11 thru November 17, 2012

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In case you missed this week’s articles, here is a summary:

 

 

 

 

 

 

A Veteran Reflects – In spite of the fact that most of the thanks I receive for my military service are shallow and reflexive, I do appreciate it because I am proud of being a veteran. It is not so much a pride in anything that I have done but a subtle humbleness in what it has made me.

 


 

 

 

 

 

 

 

Feathers, Mothballs and Twitter Chats – The online crowd I hang out with is very eclectic in its makeup. I am so humbled at times by the collective knowledge that goes far beyond my own thinking. Being allowed to stir the pot from time to time with my own unique ideas makes me proud to be a part of this global gathering. The concept of collective intelligence is not new and has its roots in computer networking for increased processing power. The human brain is a data processing organ so this concept applies to all of us. Social media has opened new gates into collaborative intelligence where a greater community of thinkers can provide the best reference material to solve problems.

 


 

 

 

 

 

 

 

Guilt by Association  – Exercising care is not always about preventing bodily harm to ourselves or anybody else, but it does involve learning to keep our bodies out of harmful situations. A direct parallel was learned early in our social lives when we found out that we were often judged not by our actions alone but by the actions of our friends. This thing we called “reputation” was the embryonic form of “personal branding” that we would later take to be so important.

 


 

 

 

 

 

 

Performance Failure or Performance Appraisal Failure – Part I: The Basics -  It should be like Management 101 to understand this concept: Any resource that must be managed by a business must have established benchmarks that define expected productivity as well as systems that provide the ability to measure deviations from that standard. Does this sound like a budgeting process? Of course! Financial resources are managed by a series of measurements that constantly offers direction to the occupants of corner offices on the top floor. A positive variance means success. The human resource is no less important, but the typical systems in place to advise upper management about the status of their workers leave a lot to be desired.

 


 

 

 

 

 

 

Performance Failure or Performance Appraisal Failure – Part II: Variations on the Basics – The five core issues addressed earlier are: having reviews scheduled annually, broad unmeasurable objectives, lack of timing flexibility, subjective evaluations, and tying pay raises to performance reviews. Other system enhancements have added their own degree of difficulty in fixing what is wrong. The following is a logical extension of the first five points.

 


 

 

 

 

 

 

Performance Failure or Performance Appraisal Failure – Part III: What If’s, What Else’s and What Next -  In all honesty, writing about performance management ballooned far beyond the point that I originally planned to be the end. I have commented on other peoples’ blog posts about these issues and have watched others opine over solutions, but it is frustrating to see the me-too status quo advocates that are stuck in a rut of compliance with the way it has “always been done.” It was probably the desire not to appear to be another me-too voice that drove this beyond a single posting.

 


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