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With 2015 only a few days away, the time is just right for a retrospective look on 2014 and the key changes it has brought to organizations and the people connected to them. Find below the path that the year now almost over had taken, and where this trail will head to in 2015.
We live in a world where companies are rapidly growing, developing their services and entering new markets. For achieving success, organizations invest more and more in the human capital, as one of the company’s main assets.
Having a large number of employees might have downsides, and one of them is that some employees can get lazy at their job. Organizations can track the results of the company or department, but that doesn’t always reflect the volume and quality of work each employee has done.
There are many parleys on the performances of men, as opposed to the performances of women. Whether we like to admit it or not, we always find ourselves in the middle of the same controversy: are men better managers than women, do women achieve better performances than men, what do we do when faced with the evaluation of each party’s results? It may be a mistake to try to find the standard answer, when key performance indicators are gender autonomous. So, how do we measure performance, in regards to gender, if the instruments we use to measure performance with, are unbiased? The answer is, we do not.
Performance appraisals are critized by both employees and managers, and also by some HR specialists. The most frequent issues and negative attributes associated with performance evaluations are: waste of time, as sometimes nothing changes, just a formal procedure that brings no value, as well as an activity with negative impact on the relationship between managers and their subordinates.
Current dynamics and globalization have brought on companies that include innovation in their core values. A commitment for innovation is more and more often part of corporate culture and values. Companies emphasize hiring people through whom they can achieve innovation, more specifically, they are looking for those traits that are aligning with actual corporate values.
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