Posts Tagged ‘Performance Management’

Enabling performance with variable pay systems

Written by Paul Albu on July 18, 2014. Posted in Articles, Individual Performance

Having an efficient strategy is one of the key factors that defines organizational success. It should facilitate the fulfillment of strategic objectives, by ensuring that plans are implemented within the required timeline and are meeting their goals. A variable pay system should be implemented in order to ensure that employees are paid adequately based on their capabilities and to provide its staff with a clear message regarding what the company deems important.

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Driving performance ethically

Written by Alexandra Blaga on July 17, 2014. Posted in Articles, Individual Performance

Integrity and ethics play a key role in organizations nowadays, due to the fact that they determine employee behavior. These factors are usually dictated by the company’s values and the major aim is to induce a fair conduct within the workplace, as well outside the company.

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Assessing Sustainability, Building Performance and Reviewing Innovation with Dr. Fodil Fadli, at the 2014 PMA Conference

Written by Denisa Călin on July 11, 2014. Posted in News, Operational performance

On the second day of the 2014 PMA Conference, Dr. Fodil Fadli, Assistant Professor of Architecture at the University of Qatar, presented his research, dubbed “Sustainability Assessment vs Building Performance; an Innovative Review”.

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Performance management & Reward systems

Written by Paul Albu on July 11, 2014. Posted in Articles, Organisational performance

Strategic planning is the process of defining the future directions of an entity, be it organization, department or employee, by setting the goals and the means to achieve them. To ensure productivity, improve communication and deliver better business result, employee reward systems should be carefully aligned with the strategic objectives.

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Individual responsibility at the work place means performance for the organization

Written by Alexandra Blaga on July 9, 2014. Posted in Articles, Individual Performance

 Individual responsibility comes together with an organizational culture  that is based on values such as reliability, transparency and autonomy. These values imply open mindedness and open communication with employees, trusting them that they will successfully manage and finalize their projects without the need for constant monitoring and control from the management’s side.

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