The need to modify our approach to performance management at the place of work is increasing every year. This is part of a bigger aversion to the old-style of management in general. Existing systems need to be replaced by new ones focusing on speed and transparency, with less focus on inputs (how people do things) and more focus on outputs (what they produce).

This year's HR conference taking place today will present novel approaches to performance management, cover what the future has in store and explain the role of HR personnel within this new reality.

The first keynote speech, to be delivered by Kim Wylie from Google, will delve into how performance management can be a critical component of successful business transformation. The second keynote speech, by Paul Matthews from People Alchemy, will in turn present new approaches to the theme. Between the keynote speeches, six workshops dealing with the different aspects of performance will provide further insight.

The conference will also hear the results of the Malta HR Pulse survey.

The Malta HR Pulse survey is a joint annual exercise carried out by FHRD and PwC Malta. The survey gathers information from HR leaders coming from various sectors across Malta, about their views on the HR priorities and challenges their organisations are facing.

The survey focuses on key areas which are becoming increasingly important in the management of people and organisations.

Views on performance management of both employers and the perceived views of employees were positive on the whole. The majority of respondents (46%) stated it is crucial for a true high performing organisation, and (42%) helps to enhance performance productivity and motivation. However, a significant number of respondents also commented on how it is an objective process (26%) and how it is an old fashioned way which needs a more modern approach (24%) in line with global trends in performance management.

The survey revealed that the majority of organisations (53%) have a traditional system in place and measure performance once a year.

While very few organisations in Malta seem to have caught on to the global trend of ongoing real-time feed back (6%). It is important to note that when asked how effective the overall execution of their performance management framework is, 62% reported it is 'somewhat effective' while only 14% reported it to be 'highly effective'. This indicates that it is felt there is room for improvement within this area and the way it is being approached and carried out.

It is important to note that 81% of respondents reported that they are planning to change their performance management system, with the majority (37%) who stated they would like to overhaul the entire performance management system. This further emphasizes the desire for change within this area.