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For many decades, economic development has been considered the main factor which indicates not only a country’s performance, but also its inhabitants’ wellbeing. However, there are many more aspects that can result in comfort, satisfaction and, ultimately, happiness. Or their total opposite, when the case.
Which company in this world doesn’t want to have the most performant employees on the market? This is one key aspect which fuels the strategy implementation, growth and the organization’s competitive advantages. Reaching high levels of performance actually translates into a calibration of people processes covering the entire employment cycle from selection and recruiting to engagement initiatives and implementation of retirement policies. This leads to adopting an organizational performance culture in which talent is developed in-house.
Since Performance Management has become the central concept of nowadays’ business productivity, entrepreneurs, professionals and analysts are gathered and connected by innovative tools and techniques which are meant to achieve not only organizational productivity, but also operational, personal and individual growth. Cascading the Performance Management, starting with the individual level and going up to the organizational level, consists in reestablishing the organizational culture and values.
Most of the times we are interested in measuring performance in business context, either at organizational, operational or employee level. I would like to bring to your attention a different scenario, wider than usual, the global perspective with a sensitive topic: Peace!
In every activity sector new trends emerge, while old trends are left behind or revamped into something new to fit the overall context in that specific area of activity. Performance management is no exception in that sense. In 2014, the trends having the biggest toll on performance management and its development were the advancements in IT, and the usage of different performance management-related tools, along with Big Data.
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