Everyone from the janitor to the CIO of any company or organization has to go through similar things involving HR: Applying for a job Submitting to a background check Filling out tax and insurance forms Taking vacations Handling performance reviews All of these processes typically involve a cruel amount of paperwork and have ingrained, often outdated processes that drive them
And pretty soon, we may find our employment performance reviews tied to our ability to consistently appear on new leaderboards that track our usage of the latest information management systems
Doing this diligence hampers people’s ability to do their regular jobs, and they worry about possible fallout at performance-review time – unless they are lucky enough to be detached from their regular duties and set free to do the work
But also make it known that compliance is a big part of the grade at performance review time, so even the more reticent – or sloppy – of folks know they’re not off the hook
Boyd, which includes the byline "The performance review of the future will include services like Salesforce.com's Chatter and its Influencers feature, which measures how much weight you carry among your peers
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Problem is, SharePoint teams get performance reviews around lots of critical success factors
Mapping participation to performance reviews 3
In terms of the home office versus field reps example, for E2.0 capabilities, they might look something like this: User Type: Field Rep – Manager Use Case 1: collaborating on performance reviews Use Case 2: participating in projects as team member Use Case 3: contributing to knowledge base User Type: Field Rep – Project Manager Use Case 1: collaborating on group deliverables Use Case 2: managing team projects Use Case 3: accessing knowledge base How are they going to do it?
In 2007 the world was still very much driven by a hard drive mindset -- I'll work off my hard drive and email and show up at the appointed upload event as my performance review requires
If an organization has a single collaboration platform to enable the hiring process, the performance review process, and the SOP authoring process, then the discovery efforts for the typical wrongful termination lawsuit will be much less burdensome than if these three processes are managed across shared drives, email, hard drives, and paper
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