Performance management consists of two parallel processes. The first is the informal, day-to-day management of individuals and teams by their immediate line manager. The second is the formal framework within which the performance of individuals and teams is assessed and improved.
Snow, ice and extreme temperatures continue to plunge the UK into chaos, meaning that HR and employers have more people-related...
The CIPD 2010 Annual Conference and Exhibition drew to a close with a lively closing keynote and panel discussion chaired...
Having undergone a quality revolution in the 1980s and a productivity revolution in the 1990s, business practice in the UK...
HR managers and directors across the NHS have revealed how the threat of significant public spending cuts is affecting staff...
Munich Re, a leading global reinsurance company, has implemented StepStone Solutions Performance Management to provide consistent performance reviews for around 400...
Two of the UK’s leading business development organisations have joined forces in a move that will see organisations across London...
Forcing public sector executives to publish their salaries online will not help to curb excessive pay packages, but could instead...
Workers at Buncefield oil depot were overworked and did not receive the training they required ahead of an explosion in...
BP looks to have shrugged off fears of a shareholder revolt over its executive pay policy after preliminary results showed...
Merseyside Police invites tenders from external assessors who will appraise officers
participating in the National Police Promotion Framework.
Public sector HR chiefs must improve performance management and look at best practice from other sectors to help deal with...
With the London Olympics just two years away, British athletes are in serious training. What can the HR profession learn from their cutting-edge motivational methods? Virginia Matthews investigates.
The Conservatives have pledged to cut administration in the NHS by a third, publish staff performance data, and link GPs’...
Performance Management is about energy and the motivation to use that energy. Organisations can either use and enhance that energy or lose it.
For excellent organisations, Performance Management is often seen as “just the way we organise for business results”; for others it is commonly seen as not delivering the goods.
