Comments on: Performance Review or Effectivness Appraisal – Be Mindful of What Your Systems Communicate! http://www.missionmindedmanagement.com/performance-review-or-effectivness-appraisal-be-mindful-of-what-your-systems-communicate Equipping Managers via Requisite Organization Systems Design. Talent Management, Leadership, Organization Design. Mon, 30 Jan 2012 07:30:40 +0000 hourly 1 http://wordpress.org/?v=3.1.3 By: Michelle Malay Carter http://www.missionmindedmanagement.com/performance-review-or-effectivness-appraisal-be-mindful-of-what-your-systems-communicate/comment-page-1#comment-3556 Michelle Malay Carter Mon, 10 Aug 2009 13:25:30 +0000 http://www.missionmindedmanagement.com/?p=623#comment-3556 Hi Scot, Thanks for the comment and question. I think organizations need to hire executive level HR folks (level 4 capabable minimum) and hold them accountable for comprehensive people systems, not just piece and part implementation which is level 3 work. If someone is not capable and accountable for integrating the system, you will get what you have, a process created in a vacuum. L3 serial process/current operation/best practice work is valuable but if you want an integrated system, you must staff (and pay) at L4 or higher. Many organizations don't understand what strategic HR is so they don't want to pay executive level salaries for it. When executives only view HR as the people who plan picnics and tell employees they have body odor, that's what they pay for, that's what they get. Regards, Michelle Hi Scot,

Thanks for the comment and question. I think organizations need to hire executive level HR folks (level 4 capabable minimum) and hold them accountable for comprehensive people systems, not just piece and part implementation which is level 3 work. If someone is not capable and accountable for integrating the system, you will get what you have, a process created in a vacuum. L3 serial process/current operation/best practice work is valuable but if you want an integrated system, you must staff (and pay) at L4 or higher. Many organizations don’t understand what strategic HR is so they don’t want to pay executive level salaries for it. When executives only view HR as the people who plan picnics and tell employees they have body odor, that’s what they pay for, that’s what they get.

Regards,

Michelle

]]> By: Scot Herrick http://www.missionmindedmanagement.com/performance-review-or-effectivness-appraisal-be-mindful-of-what-your-systems-communicate/comment-page-1#comment-3546 Scot Herrick Fri, 07 Aug 2009 21:38:34 +0000 http://www.missionmindedmanagement.com/?p=623#comment-3546 I think the evolution of review system in a company, though, tends to go through the "results only" environment first. There is an appeal to "objective" results and we all find out later that results miss effectiveness. It's like saying you want Terrell Owens on your NFL football team because he makes 20 touchdown catches a year, the objective result, while he destroys team chemistry reducing the effectiveness of the overall team. Is there a way we can get companies to set up systems to bypass results first and move directly to effectiveness? I think the evolution of review system in a company, though, tends to go through the “results only” environment first. There is an appeal to “objective” results and we all find out later that results miss effectiveness.

It’s like saying you want Terrell Owens on your NFL football team because he makes 20 touchdown catches a year, the objective result, while he destroys team chemistry reducing the effectiveness of the overall team.

Is there a way we can get companies to set up systems to bypass results first and move directly to effectiveness?

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