Ritchie, the firm's corporate vice president for compensation, benefits and performance management, and With that in mind, Microsoft redesigned its performance management system and total rewards program, integrating the two systems to allow for simplified, transparent and differentiated rewards, explained Microsoft Corp.'s pay-for-performance philosophy recognizes that top performers provide the highest value to the firm-and that they have the greatest opportunities in the external job market. Our report on stack ranking at Microsoft, posted in May 2012, appears below. To learn more, see the November 2013 SHRM Online articles " ‘Stack Ranking’ Ends at Microsoft, Generating Heated Debate " and " Announcements on ‘Stack Rankings’ Touch Off Debate ," which also discusses Yahoo's commitment to stack ranking. However, stack ranking is still championed at many companies, and in particular at technology firms. The most contentious aspect of this approach was its targeted, or forced, distribution requirements, which meant managers were required to designate a small percentage of their direct reports as underperformers. announced it had ended its controversial "stack ranking" employee-review and compensation system, and no longer requires managers to grade employees against one another and rank them on a scale of one to five, as described below. Update: 'Stack Ranking' Ended at Microsoft
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