Employee Performance Management

Organizations have been looking for human resources tools that encourage knowledge workers to maintain and improve their expertise (Ericsson, 2006). With respect to the latter, tools such as 360-degree feedback, self- and/or peer assessment and personal development plans (PDPs) have been argued to be successful in stimulating learning and development (Evans, 2002). However, the small amount of often contrasting evidence has shown that implementing these tools does not guarantee effectiveness in terms of fostering employees’ learning and development and, in turn, advancing their performance (Austin, Marini, and Desroches 2005; Beausaert, 2011). In order to make the tools effective, they have to be facilitated by various supporting conditions (Beausaert, 2011). PDPs are increasingly implemented as a learning tool in assessment cycles, consisting of development-, follow-up- and performance appraisal interviews (Beausaert, 2011) The personal development plan can be characterized as a too...

Performance indicators or Key Performance Indicators (KPIs) are an industry jargon for a type of performance measurement. (Formoso and Lantelme E., 2000). An organization may use KPIs to evaluate its success, or to evaluate the success of a particular activity in which it is engaged. KPIs are tools that may be used by an organization to define, measure, monitor, and track its performance over time toward the attainment of its stated organizational goals. Accordingly, choosing the right KPIs relies upon a good understanding of what is important to the organization. 'What is important' often depends on the department measuring the performance (Love, P.and Holt, G., 2000). Key performance indicators help an organization defined and measure progress towards organizational goals. In addition, Wikipedia explains that KPIs are commonly used by an organization to evaluate its success or the success of a particular activity in which it is engaged (Egan, J., 1998).   Prior to 1980s p...