Measuring Employee Performance Tells as Much about the System as It Does the Employee

By Michelle Malay Carter on February 19, 2010 

In addition to old-fashioned happenstance, there are three main areas of influence over one’s performance within an organization: Three Areas of Influence over Employee Performance 1. The first is the person’s capability profile which is composed of a) knowledge, skills and experience, b) values, temperament and inhibitors, as well as c) current cognitive capacity. 2. […]

Filed Under Accountability, Corporate Values, Employee Engagement, Executive Leadership, Organization Design, Requisite Organization | 3 Comments

Why Perfect Candidates Still Fail on the Job

By Michelle Malay Carter on June 29, 2008 

Recruiting Effectiveness Metrics I recently read?a blogger proposing that recruiters should be measured not only by how many slots are filled or how quickly the slots are filled, but also by the first year’s performance of the candidates they place.? I agree that how many and how quickly will not tell the whole story, but […]

Filed Under Accountability, Corporate Values, Employee Engagement, Executive Leadership, Managerial Leadership, Organization Design, Requisite Organization, Talent Management, Work Levels | 4 Comments