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  2. The chief people officer of Yahoo explains why they don’t do ...

    www.aol.com/finance/chief-people-officer-yahoo...

    Now the web services giant asks its 1,029 people managers overseeing the company's employees, to create their own checks-and-balances system, with no set number of meetings required.

  3. Performance management work - Wikipedia

    en.wikipedia.org/wiki/Performance_management_work

    Performance management work (PMW) describes all activities that are necessary to ensure that performance requirements of application systems (AS) can be met. Therefore, PMW integrates software performance engineering (SPE) [ 1 ] and application performance management (APM) [ 2 ] activities.

  4. Performance improvement - Wikipedia

    en.wikipedia.org/wiki/Performance_improvement

    Performance is an abstract concept and must be represented by concrete, measurable goals or objectives. For example, baseball athlete performance is abstract as it covers many different types of activities. Batting average is a concrete measure of a particular performance attribute for a particular game role, batting, for the game of baseball.

  5. Business performance management - Wikipedia

    en.wikipedia.org/.../Business_performance_management

    Business performance management (BPM) (also known as corporate performance management (CPM) [2] enterprise performance management (EPM), [3] [4] organizational performance management, or performance management) is a management approach which encompasses a set of processes and analytical tools to ensure that an organization's activities and output are aligned with its goals.

  6. Balanced scorecard - Wikipedia

    en.wikipedia.org/wiki/Balanced_scorecard

    The balanced scorecard was initially proposed as a general purpose performance management system. [4] Subsequently, it was promoted specifically as an approach to strategic performance management. [5] The balanced scorecard has more recently become a key component of structured approaches to corporate strategic management. [6]

  7. 360-degree feedback - Wikipedia

    en.wikipedia.org/wiki/360-degree_feedback

    360-degree feedback (also known as multi-rater feedback, multi-source feedback, or multi-source assessment) is a process through which feedback from an employee's colleagues and associates is gathered, in addition to a self-evaluation by the employee.

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