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.
The UK’s airline pilots are threatening not to co-operate if new laws harmonising flying hours across the EU are introduced....
Public sector employers are the meanest when it comes to giving Christmas parties for staff, according to new research.
Only...
Office workers face the threat of increasing control, monitoring, scrutiny and micro-management, according to a new report.Supply chain technology developed...
The Communication Workers Union has warned Royal Mail managers that they must focus on service quality now it has returned...
Anna Burges-Lumsden looks at what it takes to become an executive coach
A stress-busting lunchtime workout would help employees perform better in the workplace, according to a nationwide survey of businesses by...
It appears the Government’s push towards a more flexible working nation is paying off with news that 90 per cent...
Tired employees say they would like to be able to nap at work.Research by Portfolio Payroll recruitment firm and law...
New research has revealed the positive effects of getting staff involved in community volunteering.The results of a study into employee...
HSBC bank has been accused of opening thousands of its own staff to ridicule from colleagues and line managers by...
Why measurement of performance is key to managing your mobile workers.
While mobile and remote working is increasingly common –...
People with good health can be 20 per cent more productive than their less healthy colleagues, according to initial findings...
With Euro 2004 in full flow, David Bolchover finds out what rules organisations can learn about management from football chiefs
Appreciative Inquiry offers organisations a more positive approach to problem-solving. In the first of a three-part series, we put the method into context for the people development professional
Companies' desire to control employee behaviour has been wrapped in corporate jargon. But what happens to the misfits?
