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The Individual performance plan (IPP) is an instrument used to establish performance expectations and to support the performance evaluation of each employee. Employees how don’t know what is expected from them or how “performance” looks like, are more likely to be disengaged and less productive.
Non-discriminative policies, gender equity and women in leadership are all sensitive topics in today’s business world. Gender inequality issues have been discussed, arguments reiterated, some improvements made, yet there is still perceptible imbalance within this chapter.
One of the best ways to motivate high-performing employees is through an adequate, robust and fair bonus plan. This entails relating performance predictions and measurement to retribution, and establishing appropriate targets.
For the report Performance Management in 2013, The KPI Institute conducted 20 semi-structured interviews with practitioners, academics and consultants from 18 countries, who offered rich insights into the state of Performance Management as a discipline.
One of the main editorial rules followed in the development of the content is that a discipline can only evolve through the combined efforts of practitioners, academics and consultants. Maria Elena Sanz Ibarra , HR Director at the Ministry of Transportation and Telecommunications in Chile was one of the practitioners that The KPI Institute has interviewed.
One of the most popular individual performance management tools in use today is the 360-degree feedback tool, also known as multi-source assessment, which incorporates feedback from the worker, top management, immediate superior, subordinates, colleagues, and customers.
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