Gerry McMahon is an acknowledged national expert in People Management. He has over 35 years’ experience - as a workplace investigator (on bullying/harassment/ disciplinary/dismissal/grievance issues), trainer, negotiator, facilitator, mediator, arbitrator and team builder - across a wide range of employment sectors. He is the M.D. of the H.R. training and advisory company Productive Personnel Ltd.
Gerry has also had an extensive range of books and articles published and been a columnist with the Industrial Relations News, Irish Times, Sunday Business Post, and Irish Independent and expert commentator on H.R./Employee Relations for R.T.E. and TV3/Virgin. He has also served on numerous Legal Island and C.I.P.D. judging panels and is a Council member of the Irish Association for Industrial Relations.
Contact: Tel. 087-2471415; E-Mail: ppl1gerry@gmail.com
The wide scale application of formal performance management or appraisal systems serves to underline their central role in the pursuit of a wide range of organisational objectives. However, a failure to conduct these review meetings in line with best practice can cause a host of problems – not least of which may be a disillusioned and demotivated staff cohort! Scarily, the Ford Motor Co., Goodyear and Microsoft have all recently reached multi-million dollar out-of-court settlements with employees who were disgruntled about the outcome of their review meetings. Even Google got caught for the relatively modest sum of €110,000 before the Irish courts, arising from allegations about an inaccurate employee assessment.
Whilst performance management is ultimately an ongoing everyday process, it
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