Member Research and Resource
Pallavi Group of Schools
Performance and Intelligence Part I-Performance
While performance is the accomplishment of something, Intelligence is the ability to learn, acquire and apply skills in situations.
Performance can be variously classified such as individual or team, work of art, performing arts, Education, sports or workplace. History is replete with fantastic feats, extraordinary achievements, scaling pinnacles, and unparalleled success stories by individuals or teams. Reaching those heights in the workplace is performance peak.
However, it’s critical to have clear goals, quality training, mental focus, high self-confidence, Self-belief, positive attitude to reach peak performance. Are you hungry for success?
Across the board performances are assessed with a nuanced set of criteria. While performances in the arts field is judged, Examinations form the backbone of Educational qualifications and competitions at all levels form the basis in the sports arena. Likewise, performance Evaluation happens in the workplace.
Every organization has set goals for evaluation based on organizational objectives, fundamental and allied competencies, training and development, Human resource and more.
The 7 D method to evaluate performance in the workplace.
The core competencies are usually underscored by a pioneering approach to riddle-solving, finding answers that evade others. It is not mere ability but a journey into the domain of creativity.
“Creativity is just connecting things. When you ask creative people how they did something, they feel a little guilty because they didn’t really do it, they just “saw something”. That’s because they were able to connect experiences they’ve had and synthesize new things”-Steve Jobs
An Organization looks for some critical Competencies like-
The search for enhanced tool for Performance management continues in all Organizations. What worked just fine a few decades ago is not going to work the same way in today’s work ecosystem. Moreover, there is no one-size- fits- all approach to this. Let us understand the difference between traditional and Progressive or everyday approach to performance management and customize it.
In the traditional approach which is formal. the focus is on an event driven process disconnected from the individual, feedback is presented annually, goals are inert with no change, appraisals of employees are compared, and report card is based on past performance.
In the progressive or everyday approach that is informal focus is on people, feedback is continuous, flexible goals realigned to workplace needs, collaborative 360-degree appraisals and futuristic outlook.
Performance management is the process of creating a work environment or setting in which people are enabled to perform to the best of their abilities. It is to get the best results through shared and common understanding. It is how to develop individuals in a manner that increases the prospect of accomplishing the desired results. The goal values can be better understood with the management cycle that has four stages plan, act, track and review.