There Is No Single Way to Fix Performance Management: What Works Well for One Company Can Fail Miserably in Another

Steven T. Hunt

Industrial and Organizational Psychology, 2015, vol. 8, issue 1, 130-139

Abstract: Since 2007, my work has involved helping companies to maximize the value of a technology system that supports strategic human resource processes, including performance management (PM). This technology is largely agnostic when it comes to PM process design. It can be configured for PM processes that make extensive ratings or avoid ratings entirely, encourage elaborate goal cascading or completely forego the use of goals, focus on once a year PM events or encourage ongoing employee–manager check-ins, and so forth. In sum, the system can be configured in any number of ways.

Date: 2015
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