Here are four key learning points of the last two years. A lot of change has been taking place in organizations on the people front. Below are brief insights and crisp nuggets that one can distill from the observations.
First of all there are fundamental shifts in way performance management is being done. Company after company has shied away from the forced ranking approach to performance appraisals. (Yes the word is forced ranking and not bell curve). Performance still does follow a curve based on how the random variable of individual performance differences manifests. However if you look at the key success factor that emerges it is about continuous feedback.
Nugget 1: When feedback is continuous appraisal is rarely contentious.
The second tectonic shift one can see is move towards data privacy and related issues for human resource specialists and managers. This is largely driven by GDPR regulations that will kick in among the EU nations later this week. While organizations do handle lot of personal and sensitive employee data there is a risk that the data is accessed by those not in purview of requirement to see this data. Careful thought and consideration is now given to who should receive any personal data, why do they need to see it, what needs to be done to protect the data from unauthorized and unwanted access, leakage of sensitive information, privacy protection and so on.
Nugget 2: Trust and credibility is built naturally when personal data is handled conscientiously.
Yet another shift in past couple of years has been the shift away from long, tedious and irrelevant learning. Welcome Nano Learning. What you need is what you should pay heed is the mantra. Learn in small chunks what is required and go back to other small byte learning if you need to connect the dots. In fact nano learning is very much aligned to the way the human brain is able to connect the dots and relate that to earlier information already stored in the long term memory. Also focus and attention is much higher with nano learning and best way to achieve something is when you are able to direct the attention. Read my blog on Focus here.
First of all there are fundamental shifts in way performance management is being done. Company after company has shied away from the forced ranking approach to performance appraisals. (Yes the word is forced ranking and not bell curve). Performance still does follow a curve based on how the random variable of individual performance differences manifests. However if you look at the key success factor that emerges it is about continuous feedback.
Nugget 1: When feedback is continuous appraisal is rarely contentious.
The second tectonic shift one can see is move towards data privacy and related issues for human resource specialists and managers. This is largely driven by GDPR regulations that will kick in among the EU nations later this week. While organizations do handle lot of personal and sensitive employee data there is a risk that the data is accessed by those not in purview of requirement to see this data. Careful thought and consideration is now given to who should receive any personal data, why do they need to see it, what needs to be done to protect the data from unauthorized and unwanted access, leakage of sensitive information, privacy protection and so on.
Nugget 2: Trust and credibility is built naturally when personal data is handled conscientiously.
Yet another shift in past couple of years has been the shift away from long, tedious and irrelevant learning. Welcome Nano Learning. What you need is what you should pay heed is the mantra. Learn in small chunks what is required and go back to other small byte learning if you need to connect the dots. In fact nano learning is very much aligned to the way the human brain is able to connect the dots and relate that to earlier information already stored in the long term memory. Also focus and attention is much higher with nano learning and best way to achieve something is when you are able to direct the attention. Read my blog on Focus here.
