Performance Management Today
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There are some startling numbers being reported around our declining productivity rates. It is down 4.1% on an annualized basis in the U.S., which is the largest decline since 1948. And it’s not that different globally. And when this issue comes up in leadership team meetings, there are a few related topics that often come up as well. One is whether technology and automation are being leveraged adequately and intelligently. Another is whether people need more training, including managers. And every now and then, the focus is squarely placed on an organization’s performance management process, including whether the current process itself has a direct positive effect on productivity.
Those attending this Performance Management Today webinar will hear about advances in this HR process area like check-ins, continuous performance management and having the process encompass employee career goals. That said, the webinar will focus even more on newer and less obvious considerations for designing a very modern PM process, some of which our presenter had a role in originating and broadly syndicating.
Webinar attendees will learn:
- The role of organizational networks and influencers, as well as other innovative concepts in modern performance management
- Given the attention on soft or behavioral competencies, how are these assessed?
- How AI-powered skills science is revolutionizing Performance Management.
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Steven Goldberg
Steve’s 30-plus-year career on all sides of HR process and technology includes HR exec roles on three continents, serving as HCM product strategy leader and spokesperson at PeopleSoft, and co-founding Recruiting Tech and Change Management firms. Steve’s diverse perspectives have been leveraged b [...]
HRCI Credit
SHRM Credit
ATAHR Credit
Aurora Training Advantage is offering continuing education points designed to recognize dedication to training and excellence in human resources.
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This webinar received a total of 3 survey responses. Attendees have given an average rating of 2.7 stars out of a possible 5, reflecting the quality and value of the content presented.
Webinar Presentation
How many of the objectives of the event were met?
2.7 Stars
How useful was the information presented at this event?
2.3 Stars
Overall, how satisfied were you with this event?
2.7 Stars
Speaker Performance
Overall, how satisfied were you with this presenter?
2.7 Stars
How closely did the presenter follow the schedule?
3.0 Stars
Reviews From Webinar Survey
Our webinars are crafted to deliver exceptional value and insight to business professionals. Below, you'll find genuine feedback from attendees.
Holly R.
November 20, 2023
2.0 / 5
Webinar Rating:
1.7 Stars
Speaker Rating:
2.5 Stars
Do you have any other comments, questions or concerns?
Presenter did not seem to have full grasp on how to present his knowledge to the audience. I have no doubt he is well versed in the performance management realm, but he gave no real life examples, could not adequately answer questions, and did not layout exactly what an ideal performance management program may look like. It would be beneficial for the presenter to create slides more focused on the material and containing more information, rather than speaking freely.
Jennifer S.
November 20, 2023
4.0 / 5
Webinar Rating:
4.0 Stars
Speaker Rating:
4.0 Stars
Do you have any other comments, questions or concerns?
no comment
Brandy C.
November 20, 2023
2.0 / 5
Webinar Rating:
2.0 Stars
Speaker Rating:
2.0 Stars
Do you have any other comments, questions or concerns?
The presenter spent the bulk of the time simply talking about why Good Performance Management strategies are important and almost NO time on actual implementable Performance Management Strategies.
Frequently Asked Questions
Continuous performance management replaces the once-a-year review with ongoing check-ins, real-time feedback, and regular goal alignment conversations between employees and managers. Rather than waiting for a single high-stakes appraisal, organizations using continuous performance management create a steady rhythm of dialogue that keeps employees aligned with business priorities and personally engaged. This approach better supports employee career development by integrating goal-setting with individual growth plans. As U.S. productivity has declined at its steepest rate since 1948 — down 4.1% annually — many organizations are revisiting their performance management processes as a lever for improvement. A modern PM system with continuous feedback loops allows managers to course-correct performance issues early, recognize contributions more frequently, and create a culture of accountability and development. Aurora Training Advantage offers a dedicated webinar covering advances in performance management, from check-ins to AI-powered skills science.
Assessing soft skills and behavioral competencies is one of the most challenging — and important — aspects of modern performance management. Unlike technical skills, which can be measured through output metrics or certifications, behavioral competencies such as communication, adaptability, and collaboration require structured observation, peer feedback, and psychometric tools. Many organizations use 360-degree feedback processes, competency-based rating scales, and behaviorally anchored rating scales (BARS) to introduce objectivity. More recently, AI-powered skills science platforms enable data-driven assessments of behavioral capabilities by analyzing patterns across performance history, team feedback, and project outcomes. These tools help managers make more equitable, evidence-based decisions when evaluating intangible but critical capabilities. Organizations seeking to modernize their competency frameworks benefit from expert-led training that covers assessment design and AI integration in performance systems.
Artificial intelligence is transforming performance management by enabling real-time skills assessments, reducing bias in evaluations, and personalizing development pathways for each employee. AI-powered platforms can analyze historical performance data, peer feedback, and project contributions to surface patterns that human reviewers might miss. Skills science tools map employee capabilities to organizational needs and recommend targeted development actions. Beyond assessments, AI facilitates continuous performance management by automating reminders for check-ins, aggregating goal progress, and flagging employees who may be disengaging before a formal review cycle could catch it. This shift allows HR professionals and managers to spend less time on administrative processes and more on meaningful coaching conversations. For HR and people leaders looking to harness technology effectively, specialized webinar training on AI's role in performance management provides a strong foundation.
Organizational network analysis (ONA) identifies informal influencers — employees who may not hold formal authority but who shape culture, communication, and productivity through their relationships and credibility. Incorporating ONA insights into performance management allows leaders to recognize contributions that traditional metrics miss, deploy high-influence employees in change initiatives, and understand how information flows across teams. When performance management accounts for organizational networks, it surfaces a more complete picture of who drives results and how — especially valuable in matrix or hybrid environments where collaboration and informal leadership are key. Recognizing and rewarding network influencers signals that the organization values both tangible output and the relational work that enables it. Aurora Training Advantage's Performance Management Today webinar explores this and other forward-thinking approaches to modern PM design.
U.S. labor productivity declined 4.1% on an annualized basis — the largest drop since 1948 — raising urgent questions for organizational leaders about how to reverse the trend. While technology gaps and skills mismatches play a role, performance management processes are increasingly scrutinized as a potential contributing or corrective factor. Poorly designed PM systems create bureaucratic overhead without meaningful behavior change, leaving employees unclear about expectations and managers without actionable data. Conversely, a well-designed modern performance management process — one that includes regular check-ins, transparent goal alignment, behavioral competency development, and AI-enabled insights — can directly improve employee focus, accountability, and engagement. When employees understand what success looks like and receive ongoing feedback, performance tends to improve. HR professionals and business leaders benefit from staying current on performance management best practices through expert training.