Tuesday, 15 January 2013

Performance Management


Performance Management

  Measurement systems can be motivational or de-motivational. The individual goal setting of the 80’s is a good example of de-motivational measurement - it tested one individual or group against the other and while satisfying some individual egos, it provided little contribution to overall company growth and profit.

  Organisations must develop a performance scorecard that will stimulate innovation and increase the participation and contribution of all employees.

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