Last week, while browsing on Facebook, i encountered a story about a certain company ditching out its employee’s annual performance review. I was shocked and at the same time interested to know the reason why this company fearlessly decided to remove their yearly evaluation. It was indeed a bold move for that company.
One of the main reasons why this company opt to remove performance review is:
Rather than having managers rank and review workers once per year, the new initiative — called Performance Achievement — calls for informal reviews that can be given at the manager’s discretion, for example, after a worker has completed a specific project.
“……. The new system is intended to give workers more opportunities to get feedback from managers and coaching to improve their performance. The new system will still be used to inform decisions made about compensation and promotions, Jones added.
Companies have been doing performance appraisal every year to identify and achieve the team member’s individual KPIs. Performance appraisal is also being used to identify strengths of the employee or identify those areas that needs improvement. In short, this process is for evaluation and developmental purposes.
As an HR practitioner, i know the purpose and importance of performance evaluation. Some may perceive it differently or positively, as follows:
It encourages employees to perform better in the future
It presents an opportunity for employees to leverage positive performance for an increase in salary or promotion
During the appraisal, employees can discuss strengths and weaknesses with a supervisor, in effect, allowing employees to discuss personal concerns
It provides communication between a supervisor and employee on a regular basis to discuss job duties and issues with work performance
It allows employees to identify what skills may be lacking and need to be acquired or improved upon. There are instances when education provided by the company is a necessity to advance success overall
It holds employees accountable for their job performance, and since the employee knows that an appraisal is coming, the employee has the opportunity to prepare in advance
It provides the opportunity for managers to explain organizational goals and the ways in which employees can participate in the achievement of those goals( http://www.atessabenefits.com/atessa-blog/understanding-the-importance-of-performance-appraisals/)
The most challenging aspect of a performance appraisal is measuring the actual performance of the employee since performance will be based on actual vs target. The process itself is time consuming especially if you have several employees to be evaluated, sometimes twice, in a given year. In several instances due to the number of employees to be evaluated and lack of time management there were employees whose evaluations have been compromised and completed for the sake of compliance. You’ll only get to know the scenario once employees started to make noise or manifest dissatisfaction.This leads to the pain points of performance appraisal.
Some pain points of performance evaluation as quoted in Yahoo’s article:
Criticism of performance reviews is ubiquitous among academics who study workplace management. Their main pain points: the system wastes time and money, alienates employees, and is all-in-all redundant, since any good manager is already keeping an eye on employee performance without a system in place. A whopping 95% of managers said they are dissatisfied with their performance review process, according to a 2014 survey of 10,000 workers, also conducted by CEB. Nearly 60% of employees said they felt reviews weren’t worth their time. CEB also estimates that for a big company with more than 10,000 workers, annual reviews can easily cost upwards of $35 million with less than stellar results. Ninety percent of HR professionals surveyed by the firm said they did not feel performance review results painted an accurate picture of workplace productivity. (http://finance.yahoo.com/news/accenture-is-the-latest-major-company-to-ditch-dreaded-annual-reviews-192428343.html)
Do we really need yearly performance evaluation?Is performance evaluation helpful to the business? Is it time to look for a more creative and practical ways of evaluating employees?
Ariva has an upcoming event which includes performance management and other HR Topics. Please check out these interesting subjects and inspiring speakers at Philippine HR Congress to get creative innovations about HR global transformation.
If you need to know more about performance management, gain knowledge in other facets of HR, plus network with Resource Speakers and Event Delegates including: CHROs, SVPs and VPs for HR, COOs, CFOs, Directors, Executives, Deputy Directors, Managers, and Team Leaders with responsibilities in:
I was at Lucky Chinatown when i discovered this yummy Chinese restaurant that offerss 50% on dimsum everyday from 3-5pm and 9pm-12mn. Its interior is quite intimidating but don’t be misled, that’s just a glimpse of how good their foods are.
So we tried their hakaw,
steamed fish with beancurd,
and two more, spareribs toppings and steamed seafoods.
We ate all of these for:
Not bad if you’re looking for quality dimsum!
Total Savings P260
Three weeks after we visited King Chef , but on a different location, we discovered that they they also have a branch in Banawe, Quezon City(near Starbucks) so we tried it once more, together with friends, and all i can say is i will definitely come back.🙂
In order to cut the judicial system’s use of excessive quantities of costly paper, save the forests, avoid landslides, and mitigate the worsening effects of climate change, the Supreme Court issued, through AM No. 11-9-4-SC, November 13, 2012, the Efficient Use of Paper Rule which takes effect on January 1, 2013 after its publication in two newspapers of general circulation.
E-filing requires parties before the Supreme Court to submit, simultaneously with their court-bound papers, soft copies of the same and their annexes (the latter in PDF format) either by email to the Court’s e-mail address or by compact disc (CD).
E-filing will, initially, be on a voluntary basis for the first six months following the effectivity of the Rule. Thereafter, it shall be compulsory, unless six-month voluntary period is extended, For efficient use of paper.
The Rule also requires that all pleadings, motions, and similar papers intended for the consideration of all courts and quasi-judicial bodies under the supervision of the Supreme Court must be
written in single space with a one-and-a-half space between paragraphs,
using an easily readable font style of the party’s choice, of 14-size font, and on a 13-inch by 8.5-inch white bond paper.
The same requirements apply to all decisions, resolutions, and orders issued by courts and quasi-judicial bodies under the administrative supervision of the Supreme Court, as well as reports submitted to the courts and transcripts of stenographic notes.following the effectivity of the Rule. Thereafter, it shall be compulsory, unless six-month voluntary period is extende.
For efficient use of paper, the Rule also requires that all pleadings, motions, and similar papers intended for the consideration of all courts and quasi-judicial bodies under the supervision of the Supreme Court must be :
written in single space with a one-and-a-half space between paragraphs,
using an easily readable font style of the party’s choice, of 14-size font, and on a 13-inch by 8.5-inch white bond paper. The same requirements apply to all decisions, resolutions, and orders issued by courts and quasi-judicial bodies under the administrative supervision of the Supreme Court, as well as reports submitted to the courts and transcripts of stenographic notes.
All court-bound papers to be submitted by every party shall likewise maintain a:
left hand margin of 1.5 inches from the edge;
an upper margin of 1.2 inches from the edge;
a right hand margin of one inch from the edge;
and a lower margin of one inch from the edge.
Every page must be consecutively numbered.
The Rule specifies the number of copies of court-bound papers in a particular court that a party is required or desires to file unless otherwise directed by the court. In the Supreme Court for instance, parties are required to file one original (properly marked) and four copies, unless the case is referred to the Court En Banc, in which event, the parties shall file 10 additional copies. For the En Banc, the parties need to submit only two sets of annexes, one attached to the original and one extra copy. For the Division, the parties need to submit also two sets of annexes, one attached to the original, as well as an extra copy. All members of the Court shall share the extra copies of annexes in the interest of economy of paper.
In preparation for the eventual establishment of an e-filing paperless system in the Judiciary, the Supreme Court, through its Management Information System Office, has set up the e-mail address firstname.lastname@example.org.
SM Cinema gives back to its loyal patrons with another FIRST in Philippine cinema history—the FREE MOVIE DAY event, a grand movie blow-out slated to happen this December 8, 2012.
This SM Cinema event will offer free movies in all of SM Cinema’s 246 Digital Theatres in all 45 branches nationwide! The line-up of movies will include the horror-thriller House at the End of the Street, Stolen, the latest Nicolas Cage action flick, the biopic Supremo: The Andres Bonifacio Story, crime drama film Deadfall, the popular Step Up Revolution and the restored version of Ishmael Bernal’s Himala. Apart from these six movies, two independent films courtesy of the Film Development Council of the Philippines will also be a part of the line-up.
Registration for SM Cinema’s Free Movie Day is from November 22 to December 6.
Just follow these five easy steps:
1. Like and Register at our e-PLUS Facebook Fan Page (www.facebook.com/eplus.sm) 2. Click on the Free Movie App. 3. Choose your Cinema, Time and Movie 4. Print the confirmation email. 5. Surrender the printed confirmation email at your preferred SM Cinema branch for your free two tickets.
Enjoy half the price on lunch or dinner buffet when you use your Citibank Credit Card at Vikings SM Marikina.
Valid from November 23 – 25 and November 30 – December 2, 2012. Located at SM Marikina – 2nd Floor, Marcos Highway, Calumpang, Marikina Operating hours are from 11:00am – 2:30pm and 5:30pm – 10:00pm.
For reservations, call: 0917-8766888 or 0919-9993888
Valid at the SM Marikina branch only. Discount is applicable to a maximum bill of P5,000 only. Not valid in conjunction with other discounts and promos.For more info, go to http://www.citibank.com.ph/gcb/promos/cards/1207_vikings.htm
Get FREE 2pcs Crispy Glazed Chicken with rice for a minimum bill of P600 at Greenwich using your Citibank Credit Card.
Only valid at Greenwich branches that accept credit cards. For dine-in only.
Promo is valid until February 28, 2013
DECLARING MONDAY, 20 AUGUST 2012, AS A REGULAR HOLIDAY THROUGHOUT THE COUNTRY IN OBSERVANCE OF EID’L FITR (FEAST OF RAMADHAN)
WHEREAS, Republic Act No 9177 declared Eid’l Fitr (Feast of Ramadhan) as a regular holiday throughout the country;
WHEREAS, Eid’l Fitr is celebrated by the Muslim World for three (3) days after the end of the month of fasting;
WHEREAS, to promote cultural understanding and integration, the entire Filipino nation should have the full opportunity to join their Muslim brothers and sisters in the observance and celebration of Eid’l Fitr;and
WHEREAS, in order to bring the religious and cultural significance of the Eid’l Fitr to the fore of national consciousness, it is necessary to declare Monday, 20 August 2012, as a regular holiday throughout the country.
NOW, THEREFORE, I, BENIGNO S. AQUINOIII, President of the Philippines, by virtue of the powers vested in me by law, do hereby declare Monday. 20 August 2012, as a regular holiday throughout the country in observance of Eid’l Fitr (Feast of Ramadhan).
IN WITNESS WHEREOF, I have hereunto set my hand and caused the seal of the Republic of the Philippines to be affixed.
Done in the City of Manila, this 13th day of August, in the year of Our Lord, Two Thousand and Twelve.
(Sgd.) BENIGNO S. AQUINO III
By the President: (Sgd.) PAQUITO N. OCHOA, JR. Executive Secretary
"Study while others are sleeping; work while others are loafing; prepare while others are playing; and dream while others are wishing." -W.A. Ward