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The purpose of an effective performance management process is often been misunderstood by many organisations and have failed to identify the relationship between employee engagement and retention with performance management.

Performance management in the current world is being practiced in the same old manner where the supervisors will give a numerical number for an employee’s performance and then the employee will rate his/her performance according to their understanding. Later a review meeting will determine once performance and the expectation for the next year. This should not be the case moving in to the future. A well-structured and an effective performance management process will allow you to build a connection with employee engagement and retention as well.

Everyone want their employees to perform faster and better. At the same time expectations of productivity levels keep rising as well. Performance reviews are the best way to monitor how your employees are carrying out their tasks and how they can improve themselves to make things better.

We all are naturally biased, because the human brain can be influenced by various things. Even if they want to be fair, People subconsciously tend to be biased when they see things they like or love to see in a person. This is not an ideal way for an interview to look at the candidates walking in. Being biased based on looks, first impression and gender could cost the organisation at large if it ends up in a bad hiring decision. This is mainly because the interviewer may overshadow the candidates’ negatives by being biased. Below are some of the ways you could avoid racism, ageism and sexism and reduce the bias hiring processes.

HR trends looks more or less similar from one year to another if you look back and read publications on this. Even though it may sound similar, the context of the trend is completely changing. This is mainly due to HR dealing with people and their expectations and behavior is highly influenced by the society they live in.