Annual Performance Reviews Aren’t Dead, but They Do Need New Life

Capterra

If you’re a small or midsize business (SMB) that does annual performance reviews, I have some terrible news. Annual performance reviews are dead. A staple of performance management since the 1950s, gone forever. Jump to: What should stay: Performance ratings.

5 Ways to Promote More Gender Equity in the Workplace

Visier

If a company pays women and men the same for equal work, but then underrepresents women in the better-compensated manager roles, has that company achieved gender equity? Dig deeper by finding out if pay and performance ratings are unbiased for men and women. economy by 2025.

5 Ways to Promote More Gender Equity in the Workplace

Visier

If a company pays women and men the same for equal work, but then underrepresents women in the better-compensated manager roles, has that company achieved gender equity? Dig deeper by finding out if pay and performance ratings are unbiased for men and women. economy by 2025.

The New Workforce Gender Equity Factors HR Needs to Watch

Visier

Revisiting the Manager Divide. In our Visier Insights: Gender Equity report, we uncovered the Manager Divide: a growing underrepresentation of women compared to men in manager positions from age 32 onwards, which is also the age at which the gender wage gap begins to widen.

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Defending Pay-For-Performance with The Performance Review

ReviewSNAP

Many companies, and federal agencies such as the Department of Defense, are moving to a process known as pay-for-performance. As with many corporate policies, pay-for-performance has benefits and negative consequences. Following are the most important positive and negative features of pay-for-performance. Benefits of Pay-for-Performance. When pay-for-performance is the policy, there is one standard for everyone and it is based on metrics for the job the employee has.

Defending Pay-For-Performance with The Performance Review

ReviewSNAP

Many companies, and federal agencies such as the Department of Defense, are moving to a process known as pay-for-performance. As with many corporate policies, pay-for-performance has benefits and negative consequences. Following are the most important positive and negative features of pay-for-performance. Benefits of Pay-for-Performance. When pay-for-performance is the policy, there is one standard for everyone and it is based on metrics for the job the employee has.