Resource Center

A survey done by the Society for Human Resources Management concluded that more than 90% of performance appraisal systems are a failure. Managers and employees alike typically view the impending review process with dread. For most, it is a painful bureaucratic process that rears its ugly head once a year—and once done, retreats into the human resource (HR) department’s archives until roughly the same time the following year. A few companies, however, have broken this mold and use performance management (PM) as a competitive advantage, one facilitating the execution of their business strategy. What separates the typically unsuccessful PM systems from those that help drive the business?