Performance Management for a 21st Century Organization (SHRM Conference, 2015)

Edie Goldberg's SHRM (Society Human Resource Management) 2015 Performance Management Presentation.
Edie Goldberg is the founder of E. L. Goldberg & Associates where she has specialized in talent management and organization effectiveness for over 20 years. She focuses her practice on designing HR systems to attract, engage, develop and retain employees.

[@akshaysharma4068]

Really taught the meaning & dimensions of today's performance management. I'm today's world no one like to manage them but inspire them to jump next level.

[@manshukkerey2349]

thanks a lot. Great material before my final exam. ))

[@rachwongwisidth]

This is what I need.

[@benallen6185]

Good material for my SHRM assignment thank you.

[@yunahammondmusuka8262]

This was a fantastic summary of what is changing. Thank you for sharing this and for a dynamic presentation!

[@vinayids]

great presentation and it is very practical in approach to implement. thanks

[@sandrah4333]

Great presentation!

[@jessienkhowani7729]

this is good to learn im looking for collaboration on a topic similar to this

[@aliabrahim315]

SURE VERY NICE in HRM

[@ourvideo8214]

Very well said

[@atifaliasif]

a very fruitful session.

[@auroramothergoddess]

My boss wants all corrective performance discussions to be documented

[@ArunSharma84]

All good in theory, but practical implications vary from organisation to organisation and from culture to culture. In many cultures, it is very unusual to have difficult conversations about giving feedback to someone who is just not performing. At other places, like manufacturing setup or ministries or banks where everybody is doing just the same thing day in and day out, it just doesn't make any sense to have regular feedback. How do you shift to a regular feedback system in those situations, and why? Also, how do these star companies reward "exceptional performance" in absence of a rating system? How do they ensure that they are rewarding the right people and that other employees do not feel bad and do not perceive the system as rigged or biased???

[@harihar68]

you are absolutely right and it's difficult in Indian environment companies as a lot of other factors are affecting the PMS. But PMS should be clear and unbiased....

[@user-bo1jx3lm2u]

I agree with you, good point. it seems that the issues discussed in the lecture apply only to the culture of some countries.

[@Brahmarshi100]

Hello ! Good Evening..and a warm welcome Aboard !!
In this Session, We shall be discussing
MS 22 : Human Resources Development
Love you. Thank you. God Bless You.

[@ramleehkchannel1383]

great

[@jennyvinyl85]

Good, however your PM system depends on your organizational culture ..., in other words if your culture is inmature, PM is doomed.

[@estherk6446]

Nice peace

[@udaynataraaj2390]

Nice