Authoria, Vurv, Taleo, Kenexa, SuccessFactors and others think it starts in talent management departments – which, for the most part, don’t exist – that want to create repeatable processes around attracting and retaining top performing talent while reducing turnover.
HRIS vendors like Oracle, SAP and Lawson think performance management is a general HR, organizational development or even an IT project designed to make more equitable decisions about who to promote.
Salary.com thinks it’s the compensation analysts that want to create a performance-driven compensation culture.
Meanwhile, lots of companies are buying talent management suites with performance management capabilities, but not a lot of them addressing the people and process components that will drive maximum value from the technology.
Can anyone make sense of all of this? Dubs? Jeff? Bueller?