While 33% of organisations use a twice-a-year evaluation approach, another 60% utilise annual versions, according to an ongoing survey of corporate officers by Sri Lanka's MTI Consulting, which also explores the Human Resources (HR) function of businesses studied.
In addition, HR managers expressed doubts regarding the ability of evaluations to act as true performance indicators. As such, a lot of the time, evaluations are considered mere formalities, done for compliance sake or other superficial reasons, rather than with the intent to improve.
Further, the study suggested that 90% of organisations used the terms "Hierarchical" and "Functional" in reference to their current structures and 55% of HR managers indicated low staff motivation to be a significant concern for them. Also, while 70% say that their organisations have clearly defined values, only 33% feel that staff actually adheres to these.
These insights into HR practitioners were revealed at the recently concluded MTI HR Forum, which explored HR's links to business strategy, especially in terms of the ongoing global financial crisis. According to MTI Consulting Chief Executive Hilmy Cader, "the Global Financial Crisis is man-made and is therefore an HR issue.
The crisis has also unmasked inefficiencies in the way we have managed our economies, enterprises and employees. The major challenges faced by businesses include Shrunken Markets, High Fixed Costs and Bleeding Bottom-lines. Corporates have responded to these business challenges in adverse ways, with giant corporate entities on life support, a number of business closures, record redundancies and indiscriminate cost cutting which have negatively impacted employee value propositions". (JH) |
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