We live in a time that is characterised by a major technology takeover, a time experiencing the 4th industrial revolution. Companies that want to survive and evolve must keep track of technology breakthroughs, because as we’ve come to know, technology can make or break a company’s success.
GITEX 2019 has finally concluded. We had five power packed days of action, business networking, and meeting new partners and clients. We spent last week full of conversations and experiences around innovation, technology, and future.
A partnership is when two or more people or companies work together as partners. The definition of being a partner is clear- we either win together or lose together, and that is why partners always support each other.
This part is the third and last of the post series: Why Should Employee Measures Not Be Evaluated Equally. Please follow below links to read the first two parts:
In my previous post [Link to Post], we talked about the importance of differentiating employees’ performance measures based on their importance, to produce more accurate scoring within your performance management system.
In a previous post on the 3 Myths About Performance Management, we discussed the Symmetry Myth, where performance specialists tend to measure everything equally because they see every single measure to be very important. Therefore, they evaluate all steps with the same effect on the employee’s performance score. In other words, all performance measures are given equal weights.
When creating a business strategy, considering expectations against reality can be challenging. The management team is tasked with integrating all processes of the business, aligning them with the goals of vision of the organization.
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