Abstract
For most companies, the essential feature of performance management is a strong focus on their corporate goals. This helps to realise the companies’ strategies by translating them into corporate and departmental targets for the companies’ people. At the same time, it effectively promotes the commercial success of the business.
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Notes
- 1.
Source: Kienbaum Management Consultants (2010). Mid- und Long-Term-Incentive-Pläne 2009/2010. Frankfurt am Main.
Further Reading
Christensen, R. (2006). Roadmap to strategic HR. Turning a great idea into a business reality. New York: Amacom.
Daniels, A. C., & Daniels, J. E. (2004). Performance management: Changing behavior that drives organizational effectiveness (4th ed.). Atlanta: Performance Management Publications.
Kohli, A. S., & Deb, T. (2008). Performance management. Oxford: Oxford University Press.
Saunders, R. M. (2000). The Agile manager’s guide to effective performance appraisals. Velocity Bristol: Business Publishers.
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Preen, A.v., Blang, HG., Costa, G., Schmidt, W. (2013). Stage 4: Performance Management . In: Meifert, M. (eds) Strategic Human Resource Development. Management for Professionals. Springer, Berlin, Heidelberg. https://doi.org/10.1007/978-3-642-31473-5_8
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DOI: https://doi.org/10.1007/978-3-642-31473-5_8
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