Access "Performance management gap: Goals versus realities"
This article is part of the Issue 4 April 2012 issue of New strategies for avoiding the dreaded data silo
As with most corporate initiatives, the intended goal of performance management and what it actually ends up achieving are often quite different. Many companies aren’t even aware of the real purpose of performance management. But it doesn’t have to be that way. To understand what kind of performance a performance management system is meant to manage and how to implement an effective performance management program, it’s helpful to start with a definition: Business performance management is a set of integrated, closed-loop management and analytics processes that address financial as well as operational activities. Done properly, it enables businesses to define strategic goals and then measure and manage performance against those goals. Ultimately, what is being managed is a company’s performance in achieving its goals. That’s the intent, at least—but far too often not the reality. Let’s look at why this is often the case: Reality No.1: Just fixing an isolated problem The core performance management processes include financial and operational planning, ... Access >>>
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