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Acuity Human Resources Blog | Pittsburgh

ACUITY HOSTS TRAINING SEMINAR

Acuity HR clients enjoyed the benefit of continued learning and consultation at a Compliance and Tactical Human Resources Training Seminar led by the Acuity HR staff this week at their in-house training center.  HR professionals from various industries interacted and shared their common issues, along with their vision of how the Tactical lays the groundwork for Strategic HR.     

 

Acuity is excited to be attending the SHRM Annual Conference & Exposition June 27 thru July 1.  The Society for Human Resource Management (SHRM) is the world’s largest professional association devoted to human resource management.  Their mission is to serve the needs of HR professionals by providing the most current and comprehensive resources, and to advance the profession by promoting HR’s essential, strategic role.

 

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In business, many tend to confuse the concept of performance management with the performance review process. Both processes are essential to link individual employee performance and behavior with overall business success.But there is a significant difference .....

performance management is an ongoing process
while performance review is event driven.

I've been known to use a sports analogy from time to time. As most of you can guess, I don't have much experience with figure skating, other than watching it on TV once every four years. Who doesn't appreciate the fact that four years of preparation has culminated with that one big performance for a skater. A group of judges watch intently for all of the required elements, mix in a small dose of bias (good or bad) and award a score - the ultimate performance review.

But driving that previous four year span, the elite skaters go through continuous performance management with their coaches. Technical practice, strength training, intense instruction, and time devoted to evaluation, coaching, and measurement of their progress toward success....that's performance management.

As business leaders, do we rely soley on the performance review to do coaching and development? Both employees and managers can be anxious going into the formal review. But if performance management is accomplished on an ongoing basis, anxiety about under performance can be eliminated. Through ongoing coaching, the employee has modified their behavior and maximized their strengths and worked to improve developmental needs. Now the review becomes more of a formality and reinforcement of the prior performance management process.

Performance management is essential for employees to achieve their optimal performance levels.

 

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