White Papers
Performance management and engagement initiatives are both important. However, we usually think of them as being quite separate—maybe even in opposition to one another. Isn’t performance management about driving relentlessly for results while engagement strives to humanize that and keep employees motivated? It is true that engagement and performance can be seen as standalone programs, but if we take a moment to look at them together we can see how naturally good performance management can create engagement.
A proposal for an alternative model for delivering higher education
Creating and implementing best practice institution-wide policies
Strategies to deal with the challenges of a changing strategic envrionment in higher education
Successfully engaging in a transformative academic program review process.
Strong, secular education systems build the talent required to fulfill economic needs.
Managing downstream unfunded benefits; mitigating revenue and service impacts
The advantages of employee performance management (EPM) are widely recognized today. Thousands of companies have implemented EPM systems— enhancing their employee performance appraisals and assessments, and obtaining greater strategic value out of their HR divisions. This is why more than 90 percent of HR professionals rate EPM as a top priority. Yet considerably fewer have EPM systems deployed within their organizations.
