Saturday, July 25, 2015

Human Resource Management, Talent Management, Performance Review, Annual Review

In recently: "In big move, Accenture will get rid of annual performance reviews and rankings". Sounds too good to be true. And indeed with my insider source :), "Get Rid" is probably an exaggeration.

Human Resource Management, Talent Management, Human Capital Management, Performance Review, Annual Review. What ever your whizzy HR department like to call it. 9 out of 10 people dread all the paper work. However, does this mean it is a completely waste of time? Definitely not! Just put yourself in the boss shoes. You are running a company with hundreds and thousands of people, and it is no secret every body wants a raise. How would you manage these expectations?

Run the company "boss-free" like Valve? What does it really mean though? From the article:
A place where employees sit where they want, choose what to work on and decide each other's pay
But it fail to give much detail. I love to know more if anybody knows how it works in Valve.

The way how Valve works may sound a little extreme, but is it really? Compare to traditional performance management were your manager decides your faith, The general idea where your peers has more input into your review process had a lot more meat to it. After all, if it is your manager whom mostly decide you faith, what does a review process like this implies/encourage?

Here is a quote from the Washington post:
“Employees that do best in performance management systems tend to be the employees that are the most narcissistic and self-promoting,” said Brian Kropp, the HR practice leader for CEB. “Those aren’t necessarily the employees you need to be the best organization going forward.”
Here is the axioms for modernizing review process:
  1. Review process should be done with people which the employee interact the most with.
  2. The feedback we solicit for should be concise. 
1. Review by people whom they interact with most
With a significant portion of communication done digitally today, it is not hard to extract a social graph of the employee's digital interaction. 

2. Concise feedback
How about some simple multiple questions which are easily to measure. For example, something like this:
  • If you are assigned to another country, working in the same capacity, given the options, you wish to continue to work with "John Smith":
    • Strongly agree
    • Agree
    • May be
    • Disagree
  • You would recommend "John Smith" for a promotion
    • Strongly agree
    • Agree
    • May be
    • Disagree
Taking advantage of a digital medium and concise multiple choice question, we can solicit these feedback much more often. I postulate we can supplement any review process by gather much more meaningful data, a better view of employee's behavior and encouraging team work rather than pleasing their manager.