Performance Management has many goals. The primarily one is to ensure that the team is working towards/contributing to the objectives of the business. The credibility of such objectives would be shot by the employer producing the objectives 6 months into the business year.
It was also shot like a lame duck, when one of our Human Relations people, was giving us a update on the Performance Management programme. A couple of chaps were discussing a point which was raised by the HR person.
SHUT UP, I’m giving a presentation
bellows the HR person.
I can’t remember the substance of the programme update, but all the attendees remember “Freida Nurk” as the HR person who told people to shut up.