Blog.Search
Blog.Categories
- Pages
- Quality
- Personal Development
- Technical
- General
- Humour
- Foundry
- Prayers
- Teaching Page
- Education
- Films
- Health
- Puzzles
- Engineering
- Management
- Poems
- Publications
- Blogroll
- Quotations
- Free Stuff
- Hindi
- Environment
- Six Sigma
- Limericks
- Info Tech
- quotes
- Computers
Blog.Archives
- February 2022
- October 2021
- November 2020
- February 2019
- July 2017
- May 2017
- April 2017
- January 2017
- July 2016
- June 2016
- March 2016
- February 2016
- January 2016
- November 2015
- August 2015
- July 2015
- June 2015
- May 2015
- March 2015
- February 2015
- October 2014
- July 2014
- June 2014
- May 2014
- April 2014
- January 2014
- December 2013
- November 2013
- July 2013
- June 2013
- May 2013
- April 2013
- December 2012
- July 2012
- June 2012
- May 2012
- April 2012
- March 2012
- February 2012
- January 2012
- October 2011
- June 2011
- May 2011
- April 2011
- March 2011
- February 2011
- January 2011
- November 2010
- October 2010
- September 2010
- August 2010
- May 2010
- April 2010
- January 2010
- December 2009
- November 2009
- October 2009
- September 2009
- August 2009
- June 2009
- March 2009
- February 2009
- January 2009
- December 2008
- November 2008
- October 2008
- August 2008
- July 2008
- June 2008
- May 2008
- April 2008
- March 2008
- February 2008
- January 2008
- December 2007
- November 2007
- October 2007
- August 2007
- July 2007
- June 2007
- May 2007
- April 2007
- March 2007
- February 2007
- December 2006
- November 2006
- October 2006
- September 2006
- August 2006
Interesting.Pages
Priyavrat.Thareja
Blog » Quality, Personal Development, Management » Perfor***ce (man)Perfor***ce (man).Quality
Performance……
“”Perfor***ce (man) …Perfor’ce you are required to demonstrate it with resuts.
So some say ‘Performance’ is the other side of personal development.
Good workers display results. Bad workers make excuses. Hoowever, pressure to Per’force ‘results’ should not ’suck the success’ out. So performance is always accompanied by moderate pressure. Low or High presssures both are detrimental.”"
copyright (c) 2007 Priyavrat Thareja
“It is much more difficult to measure non-PERFORMANCE than PERFORMANCE. PERFORMANCE stands out like a ton of diamonds. Non-PERFORMANCE can almost always be explained away. Harold S. Geneen 1910-, American Accountant, Industrialist, CEO, ITT
*Wish to read exerpts from What’s to be done about performance reviews? concluded by Prof Jim Heskett Harward Business schools Working Knowledge in
Harward Business Reviews
Article printed from systematicHR - Human Resources Strategy and Technology: http://systematichr.com
URL to article: http://systematichr.com/?p=626
Exective summary of Performance Review:
What can we do to make performance reviews more productive and less distasteful? Should their objectives be scaled back to just one or two? Should they be disengaged from the determination of compensation and, if so, how?
Long schedule of 93 contributions are at http://hbswk.hbs.edu/item/5563.html
No Comments »
No comments yet.Leave a comment
You must be logged in to post a comment.