Performance Management: The Felt Need

Use of performance management dates back to 1940. Originally it was developed and used to justify whether the remuneration paid to an employee was commensurate with his performance. Over the years many sophistications were brought into this system.

In more serious ways performance management took off as a result of ever increasing competitiveness in the local and global market spheres. Due to these competitive pressures organizations felt the need for a comprehensive performance management system that could improve overall productivity and performance effectiveness on an ongoing basis and thus a unified approach was conceived.

Organizations use many types of resources like land, machines, materials, money, information, time as well as human beings. Performance management that emphasizes performance management of human resources distinguishes itself as a more successful organization. 

The performance management system integrates all the departments of an organization and steers them toward an organization’s ever increasing/changing goals year after year. The system uses processes resulting in a work environment where the employees of an organization are enabled and motivated to perform their best. 

Armstrong and Baron (1998) defined it as a “strategic and integrated approach to increase the effectiveness of companies by improving the performance of the people who work in them and by developing the capabilities of teams and individual contributors.”

(Get your copies of the related book "Essentials of Performance Management and Performance Appraisal" from Amazon online in print as well as an eBook)

Books Authored by Shyam Bhatawdekar and Dr Kalpana Bhatawdekar (eBooks and printed books available online from  Amazon)

Management, Business, Self-help & Personality Development Books

1. HSoftware (Human Software) (The Only Key to Higher Effectiveness)

2. Sensitive Stories of Corporate World (Management Case Studies)

3. Classic Management Games, Exercises, Energizers and Icebreakers

4. Classic Management Games, Exercises, Energizers and Icebreakers (Volume 2)

5. Classic Team Building Games, Exercises, Energizers and Icebreakers

6. 101 Classic Management Games, Exercises, Energizers and Icebreakers

7. Stress? No Way!! (Handbook on Stress Management)

8. HSoftware (Shyam Bhatawdekar’s Effectiveness Model)

9. Competency Management (Competency Matrix and Competencies)

10. Soft Skills You Can’t Do Without (Goal Setting, Time Management, Assertiveness and Anger Management)

11. Essentials of Work Study (Method Study and Work Measurement)

12. Essentials of Time Management (Taking Control of Your Life)

13. Essentials of 5S Housekeeping

14. Essentials of Quality Circles

15. Essentials of Goal Setting

16. Essentials of Anger Management

17. Essentials of Assertive Behavior

18. Essentials of Performance Management & Performance Appraisal

19. Health Essentials (Health Is Wealth)

20. The Romance of Intimacy (How to Enhance Intimacy in a Relationship?)

Novels, Stories, Biographies and Travelogues

21. The Peace Crusaders (Novel: how the peace crusaders established permanent peace on a war strewn planet?)

22. Love Knows No Bounds (Novel: a refreshingly different love story. Also available with the title “Good People”)

23. Funny (and Not So Funny) Short Stories

24. Stories Children Will Love (Volume 1: Bhanu-Shanu-Kaju-Biju and Dholu Ram Gadbad Singh)

25. My Father (Biography)

26. Travelogue: Scandinavia, Russia

Performance Management: The Generic Model

Generic Performance Management Model

For achieving a complete integration, a generic performance management model is given below. However, every organization can customize it to its specific objectives and requirements.

The process steps are given in a logical sequence:

Step 1. Planning: Planning includes planning and deciding about:

1.     Vision and mission

2.     Objectives

3.     Core competencies (of the organization)

4.     Critical success factors

5.     Key performance indicators

6.     Strategies

7.     Organizational structure

8.     Skills and competencies (required of individuals working for the organization)

9.     Position and job descriptions

10.  Objectives/goals of each individual working for the organization

11.  Plans of action

12.  Induction, mentoring, training and developing the employees

Step 2.  Measuring and Rating: This step relates to measuring actual performance of an organization, it’s departments and people against the planned performance. Evaluating and rating of the employees are important aspects. So it involves:

13.  Achievement measurement as against planned

14.  Performance review or performance appraisal of employees and rating them

15.  Assessments of skill and competency gaps and gap analysis

Step 3. Developing: It emphasizes training and development of people based on the outcomes of earlier step of measuring and rating. It includes:

16.  Individual development plans based on the organizational gaps in critical success factors of the organization (e.g. the gaps could be in quality or cost competitiveness or customer relations or enhancing team effort/communication etc)

17.  Training and other developmental initiatives like job rotation, job enrichment, transfers, task force assignments, foreign assignments etc based on competency evaluation of the employees and organizational requirements

18.  Individual counseling, coaching and mentoring

Step 4: Awards and Rewards: It is necessary to keep up the motivation and morale levels of the people at the highest levels. Therefore the performance management must include wholesome schemes of:

19.  Recognition and rewards

20.  Career plans and succession plans

Related Book

"Essentials of Performance Management and Performance Appraisal": available from Amazon online in printed version as well as an eBook.

Books Authored by Shyam Bhatawdekar and Dr Kalpana Bhatawdekar (eBooks and printed books available online from  Amazon)

Management, Business, Self-help & Personality Development Books

1. HSoftware (Human Software) (The Only Key to Higher Effectiveness)

2. Sensitive Stories of Corporate World (Management Case Studies)

3. Classic Management Games, Exercises, Energizers and Icebreakers

4. Classic Management Games, Exercises, Energizers and Icebreakers (Volume 2)

5. Classic Team Building Games, Exercises, Energizers and Icebreakers

6. 101 Classic Management Games, Exercises, Energizers and Icebreakers

7. Stress? No Way!! (Handbook on Stress Management)

8. HSoftware (Shyam Bhatawdekar’s Effectiveness Model)

9. Competency Management (Competency Matrix and Competencies)

10. Soft Skills You Can’t Do Without (Goal Setting, Time Management, Assertiveness and Anger Management)

11. Essentials of Work Study (Method Study and Work Measurement)

12. Essentials of Time Management (Taking Control of Your Life)

13. Essentials of 5S Housekeeping

14. Essentials of Quality Circles

15. Essentials of Goal Setting

16. Essentials of Anger Management

17. Essentials of Assertive Behavior

18. Essentials of Performance Management & Performance Appraisal

19. Health Essentials (Health Is Wealth)

20. The Romance of Intimacy (How to Enhance Intimacy in a Relationship?)

Novels, Stories, Biographies and Travelogues

21. The Peace Crusaders (Novel: how the peace crusaders established permanent peace on a war strewn planet?)

22. Love Knows No Bounds (Novel: a refreshingly different love story. Also available with the title “Good People”)

23. Funny (and Not So Funny) Short Stories

24. Stories Children Will Love (Volume 1: Bhanu-Shanu-Kaju-Biju and Dholu Ram Gadbad Singh)

25. My Father (Biography)

26. Travelogue: Scandinavia, Russia

Performance Management: An Imperative for Every Organization

Performance Management: The Felt Need

(The book "Essentials of Performance Management and Performance Appraisal" is available online in its eBook version and in its printed version from Amazon)

Use of performance management dates back to 1940. Originally it was developed and used to justify whether the remuneration paid to an employee was commensurate with his performance. Over the years many sophistications were brought into this system.

In more serious ways performance management took off as a result of ever increasing competitiveness in the local and global market spheres. Due to these competitive pressures organizations felt the need for a comprehensive performance management system that could improve overall productivity and performance effectiveness on an ongoing basis and thus a unified approach was conceived.

Organizations use many types of resources like land, machines, materials, money, information, time as well as human beings. Performance management that emphasizes performance management of human resources distinguishes itself as a more successful organization. 

The performance management system integrates all the departments of an organization and steers them toward an organization’s ever increasing/changing goals year after year. The system uses processes resulting in a work environment where the employees of an organization are enabled and motivated to perform their best.

Armstrong and Baron (1998) defined it as a “strategic and integrated approach to increase the effectiveness of companies by improving the performance of the people who work in them and by developing the capabilities of teams and individual contributors.”

Books Authored by Shyam Bhatawdekar and Dr Kalpana Bhatawdekar (eBooks and printed books available online from  Amazon)

Management, Business, Self-help & Personality Development Books

1. HSoftware (Human Software) (The Only Key to Higher Effectiveness)

2. Sensitive Stories of Corporate World (Management Case Studies)

3. Classic Management Games, Exercises, Energizers and Icebreakers

4. Classic Management Games, Exercises, Energizers and Icebreakers (Volume 2)

5. Classic Team Building Games, Exercises, Energizers and Icebreakers

6. 101 Classic Management Games, Exercises, Energizers and Icebreakers

7. Stress? No Way!! (Handbook on Stress Management)

8. HSoftware (Shyam Bhatawdekar’s Effectiveness Model)

9. Competency Management (Competency Matrix and Competencies)

10. Soft Skills You Can’t Do Without (Goal Setting, Time Management, Assertiveness and Anger Management)

11. Essentials of Work Study (Method Study and Work Measurement)

12. Essentials of Time Management (Taking Control of Your Life)

13. Essentials of 5S Housekeeping

14. Essentials of Quality Circles

15. Essentials of Goal Setting

16. Essentials of Anger Management

17. Essentials of Assertive Behavior

18. Essentials of Performance Management & Performance Appraisal

19. Health Essentials (Health Is Wealth)

20. The Romance of Intimacy (How to Enhance Intimacy in a Relationship?)

Novels, Stories, Biographies and Travelogues

21. The Peace Crusaders (Novel: how the peace crusaders established permanent peace on a war strewn planet?)

22. Love Knows No Bounds (Novel: a refreshingly different love story. Also available with the title “Good People”)

23. Funny (and Not So Funny) Short Stories

24. Stories Children Will Love (Volume 1: Bhanu-Shanu-Kaju-Biju and Dholu Ram Gadbad Singh)

25. My Father (Biography)

26. Travelogue: Scandinavia, Russia

Essentials of Performance Management and Performance Appraisal

Performance Management and Performance Appraisal Concern Everyone in Every Organization

Performance management and performance appraisal are often confused with each other. Additionally these are often thought as management gimmicks best relegated to HR guys of an organization.

The truth is that in today’s highly competitive environment performance management and therefore, performance appraisal have become strategic interventions. Managers and employees at every level and from every department of every organization will become more effective individually and organizationally if they start using these two interventions seriously as their important management tools.

It is therefore important that every professional working in every organization must have a good knowledge of performance management and performance appraisal systems. It is in the interest of the organization as well as the employees. 

In these pages, therefore, we wish to introduce here an excellent book that everyone can read quickly and improve the understanding of this subject. The name of the book we are suggesting is "Essentials of Performance Management and Performance Appraisal. 

This book can become an important reference document for every manager and every employee. To assimilate the required knowledge on the subject quickly only the essential and value adding aspects of performance management and performance appraisal have been included in the book leaving out the nonessential, unnecessary and non-value adding stuff. This will help the readers to assimilate the knowledge on the subject very quickly.

The authors of the book Shyam Bhatawdekar and Dr Kalpana Bhatawdekar are top-notch business executives, successful entrepreneurs, highly sought after business and management consultants, eminent management gurus and scholars, authentic human behavior experts and prolific authors. And so the book becomes an authentic document on the subject.

The book is available online in its eBook version and in its printed version from Amazon.

Books Authored by Shyam Bhatawdekar and Dr Kalpana Bhatawdekar (eBooks and printed books available online from  Amazon)

Management, Business, Self-help & Personality Development Books

1. HSoftware (Human Software) (The Only Key to Higher Effectiveness)

2. Sensitive Stories of Corporate World (Management Case Studies)

3. Classic Management Games, Exercises, Energizers and Icebreakers

4. Classic Management Games, Exercises, Energizers and Icebreakers (Volume 2)

5. Classic Team Building Games, Exercises, Energizers and Icebreakers

6. 101 Classic Management Games, Exercises, Energizers and Icebreakers

7. Stress? No Way!! (Handbook on Stress Management)

8. HSoftware (Shyam Bhatawdekar’s Effectiveness Model)

9. Competency Management (Competency Matrix and Competencies)

10. Soft Skills You Can’t Do Without (Goal Setting, Time Management, Assertiveness and Anger Management)

11. Essentials of Work Study (Method Study and Work Measurement)

12. Essentials of Time Management (Taking Control of Your Life)

13. Essentials of 5S Housekeeping

14. Essentials of Quality Circles

15. Essentials of Goal Setting

16. Essentials of Anger Management

17. Essentials of Assertive Behavior

18. Essentials of Performance Management & Performance Appraisal

19. Health Essentials (Health Is Wealth)

20. The Romance of Intimacy (How to Enhance Intimacy in a Relationship?)

Novels, Stories, Biographies and Travelogues

21. The Peace Crusaders (Novel: how the peace crusaders established permanent peace on a war strewn planet?)

22. Love Knows No Bounds (Novel: a refreshingly different love story. Also available with the title “Good People”)

23. Funny (and Not So Funny) Short Stories

24. Stories Children Will Love (Volume 1: Bhanu-Shanu-Kaju-Biju and Dholu Ram Gadbad Singh)

25. My Father (Biography)

26. Travelogue: Scandinavia, Russia

Performance Appraisal and Performance Management

For everything you wanted to know on building leadership and management, refer Shyam Bhatawdekar’s website: http://shyam.bhatawdekar.com

(Refer our High Quality Management Encyclopedia “Management Universe” at: http://management-universe.blogspot.com/)


Performance Management

(The book "Essentials of Performance Management and Performance Appraisal" is available online in its eBook version and in its printed version from Amazon) 

Integrated process for improving employee performance directed towards achieving organizational goals.

• Integration of processes of setting goals, appraising the employees, training/developing them and rewarding.
• It is a unified HRM approach.

Why Performance Management?

• Enhanced employee performance in the organizational context requires more organizational support in terms of goal setting systems, learning/training systems, appraisal systems and rewards systems in addition to mere self motivation of the employees. A well designed and well implemented performance management system fulfils these requirements.
• In globally competitive environment there is a need for continuous improvement of the performance of the organization which in turn depends on the continuous improvement of the performance of the employees year after year. Performance management aims at that.
• Performance management system makes performance appraisal more objective and useful otherwise, many a time, the traditional performance appraisal carried out in isolation may prove to be counterproductive.
• Performance management focuses the efforts of the entire organization and particularly those of it's human resources to the ultimate goals of the organization.

Also refer: http://strategic-managing.blogspot.com/ (Strategic Management), http://goal-target-setting.blogspot.com/ (Goal/Target Setting) and http://training-function.blogspot.com/ (Training and Development)

Generic Performance Management Model

For achieving a complete integration, a generic performance management model is given below. However, every organization can customize it to its specific objectives and requirements.
The process steps are given in logical sequence:

1. Mission
2. Objectives
3. Core competencies (of the organization)
4. Critical success factors
5. Key performance indicators
6. Strategies
7. Organizational structure
8. Skills and competencies (required of individuals working for the organization)
9. Position and job descriptions
10. Objectives of each individual working for the organization
11. Plans of action
12. Achievement measurement
13. Performance review
14. Assessments of skill and competency gaps and gap analysis
15. Individual development plans
16. Training and other developmental initiatives like job rotation, job enrichment, transfers, task force assignments, foreign assignments etc
17. Recognition and rewards
18. Succession plans

Performance Appraisal or Performance Evaluation

• Appraising the employees on how well they did in the past period, say for past six months to an year.
• Appraising the employees for their potentials

Why Performance Appraisal?

• Finding out the levels of performance of the employees and deciding and awarding appropriate motivational packages to the employees in terms of recognition, salary raise, promotion, special rewards, bonus, profit sharing, stock options etc
• Finding out the competency gaps of the employees as compared to what competencies they should have. This helps in training and development needs identification.
• Identifying the areas of weaknesses and strengths and working out appropriate interventions for the employees for their training and development.
• Thus, helping in improvement of employees' effectiveness and efficiency.
• Working out additional development interventions for employees like job rotation, job enrichment, transfers between various sites/offices, foreign assignments etc.
• Chalking out the career progression of the employees based on the analysis of their past performance and future potentials.

Uses of Performance Appraisal/Evaluation in Other HRM and Organizational Functions

• Human resource planning. Also refer: http://human-resource-planning.blogspot.com/ (Human Resource Planning) and http://human-capital-architecture.blogspot.com/ (Human Capital Architecture).
• Recruitment and selection. Also refer: http://recruitment-selection.blogspot.com/ (Recruitment and Selection).
• Training and development. Also refer: http://competency-matrix.blogspot.com/ (Competency Matrix), http://training-function.blogspot.com/ (Training and Development), http://coaching-skill.blogspot.com/ (Coaching), http://mentor-mentorship.blogspot.com/ (Mentoring) and http://counseling-skill.blogspot.com/ (Counseling at Workplace).
• Rewards and compensation. Also refer: http://motivation-people.blogspot.com/ (Motivation).
• Employee and organizational effectiveness improvements.

Many Appraisal Systems

• Confidential reports by boss(es) or superior(s).
• Appraisal by boss(es) or superior(s): not strictly confidential.
• Appraisal by superior(s) and self: but appraiser and appraisee do not consult or discuss.
• Appraisal by superior(s) and self (appraisee) followed by a discussion between superior and appraisee to arrive at a consensus on performance rating: open appraisal.
• Appraisal by boss(es), self and one or two internal customers.
• Appraisal as guided by MBO (Management by Objectives: result focus) by bosses, self and may be, by one or two internal customers.
• Appraisal considering results and attributes, both by superiors, self and may be, by one or two internal customers.
• Appraisal considering results, attributes and competencies/skill sets (result focus as well as process focus) by superiors, self and may be by, one or two internal customers. Also refer: http://competency-matrix.blogspot.com/ (Competency Matrix). You may also like to read at URLs: (Competencies- Life Management) http://shyam-bhatawdekar.blogspot.com/
• Three sixty degrees performance appraisal (by superiors, self, peers, direct reports, internal customers and external customers).
• Three sixty degrees performance appraisal and leadership development (by superiors, self, peers, direct reports internal customers and external customers).
• 720 degrees performance appraisal: evaluation of a manager/employee is done through detailed personal interviews with performance evaluators. It concentrates on what matters most to the organization. For example, the customers' or clients' views on employee's performance may be most important to the organization.

Pitfalls in Performance Appraisals in Practice

• Lack or absence of objectivity or increased subjectivity
• Unclear standards
• Central tendency
• Lenient attitude of the evaluator(s)
• Strict attitude of the evaluator(s)
• Bias
• Halo effects
• Horn effects
• Disproportionate impact of recent events on evaluation
• Employee resistance
• Lack of employee's trust in the appraisal system

Superior Most Systems

• Appraisal considering results (against KPAs, KRAs or objectives), attributes and competencies/skill sets (result as well as process focus). Also refer: http://competency-matrix.blogspot.com/ (Competency Matrix).
• Three sixty degrees performance appraisal and leadership system (Refer URL: http://three-sixty-degrees-feedback.blogspot.com/).
• A combination of the above-mentioned two systems.

Anti Views on Performance Appraisal (Mainly Based on Opinions of Peter Scholtes and Edward Deming)

• Data and research are not available to show that performance appraisal does any good. There is no evidence to indicate that a company which uses performance appraisal does any better than it would if it did not use performance appraisal.
• It is reported that, when quality guru Edwards Deming was asked what to do about performance appraisals, he replied ‘whatever Peter Scholtes says.’
• Performance appraisal and a number of other management interventions are based on a
  fairly cynical premise about people by those who manage. The view that gets reflected is: we would be okay if it weren't for the inadequacies of our individual employees.
• As per Deming, systems are the cause of problems and the cause of solutions. If you want to improve what you are doing, you have to improve your systems. You should not think organisations as hierarchies (the conventional view). As per Scholtes, if you want to improve, what you do is to improve the system; you don't pester the people to work harder or work smarter. You don't threaten them with punishment or promise them rewards: that's looking in the wrong place.
• Performance appraisal tends to undermine the system (process) by encouraging individuals to organise their performance often at the expense of the system.
• Performance appraisal can undermine teams because many times, individuals want to look good at the expense of the team.
• At times, performance appraisal make an employee totally boss oriented irrespective of the system (process) or team.
• Performance appraisal is supposed to provide channels of communication and feedback to the employees but in real practice, that hardly happens.
• So, what to do? If an organisation has a performance appraisal system, should it just throw it out the window start working on the transition to systems thinking? “That's a pretty good start,” says Scholtes. “Most people hate performance appraisal, but they
  assume that's because they are not doing it the right way. There is no right way to do it: it's inherently the wrong thing to do.”

Books Authored by Shyam Bhatawdekar and Dr Kalpana Bhatawdekar (eBooks and printed books available online from  Amazon)

Management, Business, Self-help & Personality Development Books

1. HSoftware (Human Software) (The Only Key to Higher Effectiveness)

2. Sensitive Stories of Corporate World (Management Case Studies)

3. Classic Management Games, Exercises, Energizers and Icebreakers

4. Classic Management Games, Exercises, Energizers and Icebreakers (Volume 2)

5. Classic Team Building Games, Exercises, Energizers and Icebreakers

6. 101 Classic Management Games, Exercises, Energizers and Icebreakers

7. Stress? No Way!! (Handbook on Stress Management)

8. HSoftware (Shyam Bhatawdekar’s Effectiveness Model)

9. Competency Management (Competency Matrix and Competencies)

10. Soft Skills You Can’t Do Without (Goal Setting, Time Management, Assertiveness and Anger Management)

11. Essentials of Work Study (Method Study and Work Measurement)

12. Essentials of Time Management (Taking Control of Your Life)

13. Essentials of 5S Housekeeping

14. Essentials of Quality Circles

15. Essentials of Goal Setting

16. Essentials of Anger Management

17. Essentials of Assertive Behavior

18. Essentials of Performance Management & Performance Appraisal

19. Health Essentials (Health Is Wealth)

20. The Romance of Intimacy (How to Enhance Intimacy in a Relationship?)

Novels, Stories, Biographies and Travelogues

21. The Peace Crusaders (Novel: how the peace crusaders established permanent peace on a war strewn planet?)

22. Love Knows No Bounds (Novel: a refreshingly different love story. Also available with the title “Good People”)

23. Funny (and Not So Funny) Short Stories

24. Stories Children Will Love (Volume 1: Bhanu-Shanu-Kaju-Biju and Dholu Ram Gadbad Singh)

25. My Father (Biography)

26. Travelogue: Scandinavia, Russia

For More Guidance, Assistance, Training and Consultation

Contact: prodcons@prodcons.com

Training on "Performance Management", "Performance Appraisal" and "Various Performance Appraisal Systems" and  in all the soft skills and various management functions/techniques  is provided by Prodcons Group's Mr Shyam Bhatawdekar and/or Dr (Mrs) Kalpana Bhatawdekar, renowned management educationists, management consultants and trainers- par excellence, with distinction of having trained over 150,000 people from around 250 organizations. Design, development and implementation of performance management and performance appraisal systems are also facilitated by the team of Prodcons Group.

Also refer: http://prodcons-group.blogspot.com/, http://training-development-function.blogspot.com/ and http://productivity-consultants.blogspot.com/

Other Relevant Topics

All Management Topics (General Management, Marketing and Sales, Service, Operations/Manufacturing, Quality, Maintenance, Human Resources, Finance and Accounts, Information Technology, Life Management)

The topics are listed in alphabetic order:

(Home Pages for All the Management Topics) http://management-universe.blogspot.com/ and http://management-universe-enotes.blogspot.com/
(Building Leadership and Management) http://shyam.bhatawdekar.com
(Alphabetic List of All Management Topics) http://management-enotes.blogspot.com/
(Home Page for Writings of Shyam Bhatawdekar) http://writings-of-shyam.blogspot.com/
(5S Housekeeping) http://5s-housekeeping.blogspot.com/
(Activity Based Costing- ABC) http://activitybased-costing.blogspot.com/
(Advertising) http://advertising-mass-communication.blogspot.com/
(Anger Management) http://controlling-anger.blogspot.com/
(Assertiveness) http://assertiveness-skill.blogspot.com/
(Assessment Centers) http://assessment-centers.blogspot.com/
(A to Z of Management Systems) http://a-z-management-systems.blogspot.com/
(A to Z of Quality Techniques) http://a-z-quality-techniques.blogspot.com/
(Balanced Scorecard) http://balanced-scorecard-system.blogspot.com/
(Basic Statistics) http://statistics-basic.blogspot.com/
(Behavioral Safety) http://behavioral-safety.blogspot.com/
(Benchmarking) http://benchmarking-system.blogspot.com/
(Body Language or Non-verbal Communication) http://body-language-communication.blogspot.com/
(Books- Best Management Books) http://best-management-books.blogspot.com/
(Boundaryless) http://shyambhatawdekar.blogspot.com/
(Brainstorming) http://brainstorming-technique.blogspot.com/
(Business Ethics and Ethics in Management) http://business-management-ethics.blogspot.com/ (Business Plan) http://business-plan-document.blogspot.com/
(Business Process Reengineering- BPR) http://business-process-reengineering-bpr.blogspot.com/
(Career Planning within Organizations) http://organizational-career-planning.blogspot.com/
(Case Method) http://case-method.blogspot.com/
(Case Studies in Management) http://corporate-case-studies.blogspot.com/
(CEO Roles, Qualities and Competencies) http://ceo-qualities.blogspot.com/
(Change Management) http://manage-change.blogspot.com/
(Coaching) http://coaching-skill.blogspot.com/
(Communication) http://communication-for-business.blogspot.com/
(Competencies- Life Management) http://shyam-bhatawdekar.blogspot.com/
(Competency Matrix) http://competency-matrix.blogspot.com/
(Conflict Management) http://manage-conflict.blogspot.com/
(Corporate Governance) http://corporate-governance-policy.blogspot.com/
(Cost Management) http://cost-management-control.blogspot.com/
(Cost of Quality- COQ) http://cost-of-quality.blogspot.com/
(Counseling at Workplace) http://counseling-skill.blogspot.com/
(Creativity and Innovation) http://creativity-management.blogspot.com/
(Critical Thinking skills) http://critical-thinking-skills.blogspot.com/
(Cross Cultural Etiquette and Manners) http://cross-cultural-etiquette.blogspot.com/
(Customer Orientation) http://customer-orientation.blogspot.com/
(Customer Relationship management- CRM) http://customer-relationship-crm.blogspot.com/
(Daily Management) http://daily-management.blogspot.com/
(Decision Making) http://decision-making-function.blogspot.com/
(Delegation) http://delegation-skill.blogspot.com/
(Design for Manufacture) http://design-for-manufacture.blogspot.com/
(Dining Etiquette and Table Manners) http://dining-manners.blogspot.com/
(Discipline at Work) http://discipline-at-work.blogspot.com/
(Dream Exotic) http://knol.google.com/k/shyam-bhatawdekar/my-exotic-dream/6txz9nck6g3/8#
(Effectiveness and Efficiency) http://effectiveness-efficiency.blogspot.com/
(Effectiveness Management: HSoftware) http://humansoftware.blogspot.com/
(Efficiency Techniques: Work study: Motion and Time Study) http://work-study-measurement.blogspot.com/
(Efficient Work Methods or Practices) http://efficient-work-methods.blogspot.com/
(Email Etiquette) http://email-etiquette-manners.blogspot.com/
(Emotional Intelligence) http://emotional-quotient-intelligence.blogspot.com/
(Empowerment) http://employee-empowerment.blogspot.com/
(Enterprise Resource Planning- ERP) http://erp-management.blogspot.com/
(Entrepreneurship and Entrepreneur) http://entrepreneurship-entrepreneur.blogspot.com/
(Executive Etiquette and Manners) http://executive-manners.blogspot.com/
(Exit Interview) http://exit-interview.blogspot.com/
(Financial Ratios and Financial Ratio Analysis) http://financial-ratios.blogspot.com/
(Financial Services) http://finance-related-services.blogspot.com/
(Functions of Management) http://functions-of-management.blogspot.com/
(Gemba Kaizen) http://gemba-kaizen-improvement.blogspot.com/
(Genuine Professional) http://knol.google.com/k/shyam-bhatawdekar/the-genuine-professional/6txz9nck6g3/10#
(Global Mindset) http://global-mindset.blogspot.com/
(Goal/Target Setting) http://goal-target-setting.blogspot.com/
(Group Discussion) http://group-discussion-gd.blogspot.com/
(Group Dynamics) http://group-dynamics-process.blogspot.com/
(How to Be a Good Boss) http://good-boss.blogspot.com/
(How to Get Promoted) http://get-promoted.blogspot.com/
(How to save Money) http://knol.google.com/k/shyam-bhatawdekar/how-to-save-money/6txz9nck6g3/11#
(HR Dynamics) http://hrm-dynamics.blogspot.com/
(HR Strategies and Functions) http://strategic-functions-hrm.blogspot.com/
(Human Capital Architecture) http://human-capital-architecture.blogspot.com/
(Human Relations) http://human-relations-aspect.blogspot.com/
(Human Resource Planning) http://human-resource-planning.blogspot.com/
(Human Software- HSoftware) http://human-software-hsoftware.blogspot.com/
(Internal Motivation or Self Motivation) http://internal-motivation.blogspot.com/
(Interpersonal Relations) http://interpersonal-relations.blogspot.com/
(Interview Skills) http://interviewing-skill.blogspot.com/
(Interview Preparation for Job Seekers) http://interview-preparation-jobs.blogspot.com/
(Interview Questions) http://interview-question-bank.blogspot.com/
(Just in Time Management- JIT) http://just-in-time-management.blogspot.com/
(Kaizen) http://kaizen-improvement.blogspot.com/
(Knowledge Management) http://knowledge-management-initiative.blogspot.com/
(Lead Time Management) http://lead-time-management.blogspot.com/
(Leadership) http://lead-max.blogspot.com/
(Lean Enterprise) http://lean-organization.blogspot.com/
(Learning Organization) http://learning-organization-profile.blogspot.com/
(Life Management: Competencies) http://knol.google.com/k/shyam-bhatawdekar/competency-matrix/6txz9nck6g3/4#
(Life Management: Effectiveness Management: HSoftware) http://knol.google.com/k/shyam-bhatawdekar/management-in-life-profession-family/6txz9nck6g3/3#
(Life Management: I Am Liberated) http://knol.google.com/k/shyam-bhatawdekar/i-am-liberated/6txz9nck6g3/6#
(Life Positions and OKness) http://life-positions.blogspot.com/
(Life Skills) http://life-skills-competencies.blogspot.com/
(Listening) http://listen-skills.blogspot.com/
(Management Anecdotes) http://management-anecdotes.blogspot.com/
(Management Book- Best Books) http://best-management-books.blogspot.com/
(Management Information System- MIS) http://management-information-system-mis.blogspot.com/
(Managing/conducting Meetings) http://managing-meetings.blogspot.com/
(Management Notes- Free and Authentic) http://authentic-management-notes.blogspot.com/
(Marginal Utility) http://marginal-utility-concept.blogspot.com/
(Marketing Management Overview) http://marketing-management-overview.blogspot.com/
(Marketing Management Tasks) http://marketing-management-tasks.blogspot.com/
(Marketing Orientation) http://marketing-orientation.blogspot.com/
(Market Research) http://market-research-function.blogspot.com/
(Market Segmentation) http://market-segment.blogspot.com/
(Mentoring) http://mentor-mentorship.blogspot.com/
(Motivation) http://motivation-people.blogspot.com/
(Musings of Shyam Bhatawdekar on every topic on the earth) http://shyam-bhatawdekar-musings.blogspot.com/
(Negotiation Skills) http://negotiating-skills.blogspot.com/
(Negotiation Tactics) http://negotiation-tactics.blogspot.com/
(Objection Handling) http://objection-handling.blogspot.com/
(Organization Development- OD) http://organization-development-od.blogspot.com/
(Organizational Culture) http://organizational-culture-values.blogspot.com/
(Out of Box Ideas) http://wow-idea.blogspot.com/
(Ownership on Job) http://job-ownership.blogspot.com/
(Paradigm and Paradigm Shift) http://paradigm-mindset.blogspot.com/
(Performance Management and Appraisal) http://performance-appraisal-management.blogspot.com/
(Personality) http://human-personality.blogspot.com/
(Positive Strokes) http://positive-strokes.blogspot.com/
(Presentation Skills) http://presentation-effectiveness.blogspot.com/
(Problem Solving) http://problem-solving-skill.blogspot.com/
(Profit Improvement) http://profit-improvement.blogspot.com/
(Project Management) http://management-of-project.blogspot.com/
(Public Speaking) http://public-speak-skill.blogspot.com/
(Quality Circles History) http://quality-circles-history.blogspot.com/
(Quality Circles) http://quality-circles.blogspot.com/
(Quality Function Deployment- QFD and House of Quality) http://quality-function-deployment.blogspot.com/
(Quality Gurus) http://quality-gurus.blogspot.com/
(Recession) http://knol.google.com/k/shyam-bhatawdekar/recession/6txz9nck6g3/7#
(Recession Management) http://recession-management.blogspot.com/
(Recession and Opportunities) http://knol.google.com/k/kalpana-bhatawdekar/recession-and-opportunities/1268ytxl8r5dc/1
(Recruitment and Selection) http://recruitment-selection.blogspot.com/
(Research Methodology) http://research-work-methodology.blogspot.com/
(Safety and Health Management) http://safety-health-management.blogspot.com/
(Sales/Selling Process) http://selling-process.blogspot.com/
(Sales Promotion) http://sales-promotion.blogspot.com/
(Self-concept) http://self-concept-image.blogspot.com/
(Self-concept) http://self-image-concept.blogspot.com/
(Self-concept) http://knol.google.com/k/shyam-bhatawdekar/self-concept/6txz9nck6g3/12#
(Self Motivation or Internal Motivation) http://internal-motivation.blogspot.com/
(Self-confidence) http://self-confidence-improvement.blogspot.com/
(Self Development) http://managing-self.blogspot.com/
(Shyam Bhatawdekar’s Articles on Management) http://writings-of-shyam.blogspot.com/
(Six Sigma) http://six-sigma-system.blogspot.com/
(Six Thinking Hats) http://six-thinking-hats.blogspot.com/
(Soft Skills) http://soft-skills-competencies.blogspot.com/
(Spiritual Quotient/Intelligence) http://spiritual-quotient.blogspot.com/
(Statistics- Basic) http://statistics-basic.blogspot.com/
(Strategic Management) http://strategic-managing.blogspot.com/
(Stress Management) http://management-of-stress.blogspot.com/
(Stress Management) http://managing-stress-strain.blogspot.com/
(Success in Life or Success) http://success-achievement.blogspot.com/
(Success in Life or Success) http://knol.google.com/k/shyam-bhatawdekar/success-in-life/6txz9nck6g3/14#view
(Supply Chain Management) http://manage-supply-chain.blogspot.com/
(Supply and Demand) http://supply-demand-laws.blogspot.com/
(Talent Management) http://managing-talent.blogspot.com/
(Team Building) http://team-building-working.blogspot.com/
(Telephone Etiquette) http://telephone-etiquette.blogspot.com/
(Three Sixty Degrees Appraisal System) http://three-sixty-degrees-feedback.blogspot.com/
(Time Management) http://time-life-management.blogspot.com/
(Total Productive Maintenance- TPM) http://total-productive-maintenance.blogspot.com/
(Total Quality Management- TQM) http://total-quality-concept.blogspot.com/
(Training and Development) http://training-function.blogspot.com/
(Trainers’ Qualities) http://trainers-qualities.blogspot.com/
(Transaction Analysis- TA) http://transaction-analysis.blogspot.com/
(TRIZ- Inventive Problem Solving) http://triz-problem-solving.blogspot.com/
(Value Engineering/Analysis) http://value-engineering-analysis.blogspot.com/
(Winners and Losers) http://winners-losers.blogspot.com/
(Work Study: Method Study and Work Measurement) http://work-study-measurement.blogspot.com/
(Work Methods or Practices: Efficient) http://efficient-work-methods.blogspot.com/
(World Class Manufacturing) http://world-class-manufacturing.blogspot.com/
(Writings of Shyam Bhatawdekar on Management) http://writings-of-shyam.blogspot.com/
(Written Communication) http://written-communication.blogspot.com/
(Zero Based Budgeting) http://zero-based-budgeting.blogspot.com/

Counseling: General and Psychological
(Anger Management) http://controlling-anger.blogspot.com/
(Children’s Behavior Problems) http://child-behavior-problems.blogspot.com/
(Cholesterol Control) http://controlling-cholesterol.blogspot.com/
(Counseling: Psychological) http://counselingfamily.blogspot.com/
(Counseling: Psychological) http://counseling-family.blogspot.com/
(Cross Cultural Etiquette) http://cross-cultural-etiquette.blogspot.com/
(Emotions) http://emotion-feeling.blogspot.com/
(Executive Etiquette and Manners) http://executive-manners.blogspot.com/
(Exercises) http://exercises-plan.blogspot.com/
(Family Counseling) http://family-harmony.blogspot.com/
(Health: Homeopathy) http://homeopathy-medicines.blogspot.com/
(LifeManagement: Competencies) http://knol.google.com/k/shyam-bhatawdekar/competency-matrix/6txz9nck6g3/4#
(Life Management: Effectiveness Management: HSoftware) http://knol.google.com/k/shyam-bhatawdekar/management-in-life-profession-family/6txz9nck6g3/3#
(Life management: I Am Liberated) http://knol.google.com/k/shyam-bhatawdekar/i-am-liberated/6txz9nck6g3/6#view
(Marriage Counseling) http://marriage-counsel.blogspot.com/
(Ownership on Job) http://job-ownership.blogspot.com/
(Parental Responsibilities) http://parental-responsibilities.blogspot.com/
(Personality) http://human-personality.blogspot.com/
(Qualities of Spouse) http://spouse-qualities.blogspot.com/
(Quit Smoking) http://quit-smoking-plan.blogspot.com/
(Self Development) http://managing-self.blogspot.com/
(Self-confidence) http://self-confidence-improvement.blogspot.com/
(Stress Management) http://managing-stress-strain.blogspot.com/
(Stress Management) http://management-of-stress.blogspot.com/
(Swine Flu and Its Prevention) http://swine-flu-precaution.blogspot.com/
(Telephone Etiquette) http://telephone-etiquette.blogspot.com/
(Walking) http://walking-plan.blogspot.com/
(Winners and Losers) http://winners-losers.blogspot.com/

About All the Products
(Home Page for All Products) http://products-all.blogspot.com/
(Cars) http://cars-products.blogspot.com/
(Chocolates) http://chocolates-products.blogspot.com/
(Flowers) http://flowers-products.blogspot.com/
(Greeting Cards) http://greeting-cards-products.blogspot.com/
(Mobile Phones) http://mobilephones-products.blogspot.com/

Home Tips
(Home Page for All Home Tips) http://home-tips-tricks.blogspot.com/
(Entertainment: Movies) http://popular-movies.blogspot.com/
(Oscar Award Movies) http://oscar-award-movies.blogspot.com/
(Entertainment: Recommended Hindi Movies) http://unforgettable-hindi-movies.blogspot.com/
(Entertainment- Hindi Movies of Your Choice) http://hindi-movies-choice.blogspot.com/
(Plagiarized, Copied or Inspired Hindi Movies) http://copied-hindi-movies.blogspot.com/
(Health: Homeopathy) http://homeopathy-medicines.blogspot.com/
(Housekeeping at Home) http://5s-housekeeping-home.blogspot.com/
(How to Save Money) http://save-money-ideas.blogspot.com/ or http://knol.google.com/k/shyam-bhatawdekar/how-to-save-money/6txz9nck6g3/11#
(Jewelry Design) http://thejewellerydesigner.blogspot.com/
(Recipes: Easy to Cook) http://easytocook-recipes.blogspot.com/
(Recipes: Exotic) http://tastetherecipes.blogspot.com/
(Stories for Children) http://stories-children.blogspot.com/
(Travel and Sightseeing- India) http://india-tours-sightseeing.blogspot.com/
(Travel and Sightseeing- World) http://sightseeing-guide.blogspot.com/
(World Heritage Sites) http://world-heritage-spots.blogspot.com/

General Knowledge and Out of Box Ideas
(General Knowledge- GK) http://general-knowledge-gk.blogspot.com/
(General Knowledge- Top 5 of Everything) http://top-five-everything.blogspot.com/
(General Knowledge- Top 10 of Everything) http://top-ten-anything.blogspot.com/
(Out of Box Ideas) http://wow-idea.blogspot.com/
(Shyam Bhatawdekar’s Knols) http://knol.google.com/k/shyam-bhatawdekar/shyam-bhatawdekar/6txz9nck6g3/1#
(Running Commentary on the Run) http://running-comments.blogspot.com/