January 17th 2019

Member Query – Performance Management

As part of their overall approach to Performance Management, a member requested whether PARC members were able to outline their broad principles that they apply within the following:

a. Performance feedback to individuals
b. Objective setting
c. Performance rating
d. Link between individual performance and reward
e. Personal development plans (role & purpose)
f. People Management and People Development objectives for middle/senior managers

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If you are not a member of the PARC network and are interested in membership please contact Richard Hargreaves, Commercial Director, on +44 (0) 20 3457 2630 or at richard@parcentre.co.uk.

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April 8th 2019

Member Query - Distribution of Performance Ratings

In this member request, a member is reviewing their distribution of performance ratings and wish to know whether companies use a communicated mechanism to differentiate performance.

  • Tags
  • Performance
  • Performance Rating
  • Performance Model
Read Member Query

September 7th 2017

Member Query - Restricted Stock

In this member query, a member uses restricted stock as part of their LTIP as well as performance shares. They are reviewing the relativity between the two elements and are keen to understand what others do.

  • Tags
  • Performance
  • Incentives
  • Awards
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February 11th 2019

Member Query - Bonus Pool Calculations

In this member query, a member asks a selection of questions relating to the start point methodology for Bonus Pool Calculations. These questions are mainly relevant to organisations operating in financial services, however, the member welcomes responses from other organisations who adopt similar approaches to Organisation-Wide Bonus Systems.

  • Tags
  • Performance
  • Pay for Performance
  • Systems
  • Reward Values
  • Financial Planning
Read Member Query

May 22nd 2012

Alignment of Reward and Talent Management - May 2012

Nick Starritt (PARC) welcomed Stephen Dando, Hugh Mitchell and members to our case study meeting that presented a great opportunity to understand how two quality organisations align reward and talent management.

  • Tags
  • Performance
  • Reward Values
  • Reward Principles
Read Post Meeting Review

January 29th 2016

Improving Organisation Performance - A systems approach

Performance means different things to different commentators. Even when the focus is on the contribution that people make to the collective context, the words ‘performance management’ are all too often narrowly interpreted as a particular kind of personnel control system.

  • Tags
  • Performance
  • Systems
View Research

June 27th 2016

Post-Meeting Review Notes: The Changing Performance and Remuneration Landscape – a glance in the rear view mirror

The cyclical nature of Performance and Reward activities, the need to deal with the next deadline or respond to the next damaging headline often detracts from time available to reflect on what might be coming along in the future.

  • Tags
  • Performance
  • Performance Management
  • Remuneration
Read Post Meeting Review