"The merit rating nourishes short-term performance, annihilates long-term planning, builds fear, demolishes teamwork, [and] nourishes rivalry and politics. It leaves people bitter, crushed, bruised, battered, desolate, despondent, dejected, feeling inferior, some even depressed, unfit for work for weeks after receipt of rating, unable to comprehend why they are inferior. It is unfair, as it ascribes to the people in a group differences that may be caused totally by the system that they work in." W Edwards Deming
I Really Like The Video To achieve results, individuals and teams need to know what is expected of them using Effective Performance Appraisals From Your
@aristotelis85 If that's what I wanted to say, then presumably that's what I would have said. I will concede this much: the HR industry is about as useful as a tit on a bull.
Sorry, but a performance review (and HR in general) is simply a device created by previously unhireable people who justify their jobs by creating unnecessary, counter-productive, non-company work, forcing another employee to justify their jobs. The tail wagging the dog. Do your corporation a favor; cut your HR dept., and hire more productive employees who actually bring revenue to your company.
Just about every scientific study on effective HR practices identify the factual impact on improved engagement, productivity, profits, and individual employee growth which HR can have for people within an organization. Jack Welch actually recommends elevating HR leaders to the importance of the CFO. I'm not really sure what is more "company work" than ensuring the people of the company are effectively assessed on their performance and provided with effective feedback which could lead to improved performance and advancement.
I like the phrase "development plan for employee", a positive approach.
This will guide me with my presentation. Thank you so much
this video was very helpful. thank you!
great work, I really like it, got mass information out of this. well done ! and thank you all!
Thank you, this video was very helpful to me during my review process.
tank you so much for the help......i really appreciate it......it helps me a lot...
i like this video bcoz it tells about the disscusion of the interview .
Very helpful indeed. Thanks
THANK YOU VERY MUCH!!! VERY HELPFUL!!!
"The merit rating nourishes short-term performance, annihilates long-term planning, builds fear, demolishes teamwork, [and] nourishes rivalry and politics. It leaves people bitter, crushed, bruised, battered, desolate, despondent, dejected, feeling inferior, some even depressed, unfit for work for weeks after receipt of rating, unable to comprehend why they are inferior. It is unfair, as it ascribes to the people in a group differences that may be caused totally by the system that they work in."
W Edwards Deming
I Really Like The Video To achieve results, individuals and teams need to know what is expected of them using Effective Performance Appraisals From Your
This video was helpful with my homework, tysm B)
Thank you very much for this video, can you do one on disciplinary procedure interview.
Thank you.
THAK YOU!
this is helpful.
thank you
this is so much funny ^^
I need to remove this video from my playlist please help... nothing seems to work
Laaxe, not entirely sure what's wrong with a performance review that supports and drives the organisational objectives?
are you a plumer?
0:37 Sadly I know some managers who would do this
The problem is, people are not that agreeable.
Ughhhh
Shno
@aristotelis85 If that's what I wanted to say, then presumably that's what I would have said.
I will concede this much: the HR industry is about as useful as a tit on a bull.
His endeavors to control a current situation... are NOT RELEVANT to his performance appraisal. NONSENSE!
This is a great video, but please have a person that speak without hearing their saliva. It just triggers me. ugh!
Sorry, but a performance review (and HR in general) is simply a device created by previously unhireable people who justify their jobs by creating unnecessary, counter-productive, non-company work, forcing another employee to justify their jobs. The tail wagging the dog. Do your corporation a favor; cut your HR dept., and hire more productive employees who actually bring revenue to your company.
Just about every scientific study on effective HR practices identify the factual impact on improved engagement, productivity, profits, and individual employee growth which HR can have for people within an organization. Jack Welch actually recommends elevating HR leaders to the importance of the CFO. I'm not really sure what is more "company work" than ensuring the people of the company are effectively assessed on their performance and provided with effective feedback which could lead to improved performance and advancement.