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3 stepstoimproveperformancemgmt infographic

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  • 1. of HR leaders think annual performance reviews are NOT an accurate appraisal of employees work. According to a 2012 SHRM/Globoforce Survey. According to an article published in The Psychological Bulletin According to a 2009 Reuters poll Automation creates a more content-driven review process and eliminates the need to track performance records by hand or on spreadsheets, thus saving countless hours and dollars. Automated tools can give us clear indicators in real time about our progress towards our goals. We can continuously review and adjust to stay on track. By including crowd wisdom, a concept borrowed from social media, in your process, employees can offer peer-to-peer recognition and encouragement. According to Bersin & Associates Talent Management Maturity Model: Level 4: Strategic Talent Management includes fully integrated processes and systems used to make business decisions and talent management is business-driven. Peer-to-peer recognition and continuous feedback allow you to more accurately measure the performance of your employees and the organization overall. versus just 39% goal attainment for organizations with no formal program in place.Sources:SHRM/Globoforce Survey: According to a 2011 Aberdeen Group Studyhttp://www.shrm.org/about/pressroom/pressreleases/pages/shrmgloboforce2012pressreleasepollengagementrecognition.aspxReuters Poll: http://www.reuters.com/article/2009/04/15/us-usa-workplace-reviews-idUSTRE53D6WV20090415The Psychological Bulletin: http://www.psychologytoday.com/blog/wired-success/201006/its-time-abolish-the-employee-performance-reviewBersin & Associates Talent Management Maturity Model::http://clevelandshrm.com/files/090710_RB_TMMaturityModel_SH_Final[1].pdfAberdeen Group: The Engagement Performance Equation. July 2011