Despite the many differences in application, most people agree on that the disruptive innovation are: 1. Cheaper 2. More accessible and 3. use a business model with structural cost advantages. Due to the presence of these characteristics in disruption, it's difficult for an existing business to respond to competition. To read more above disruptive innovation follow: https://hbr.org/2016/01/how-big-data-is-changing-disruptive-innovation
According to a research by Society of Human Resource Management, “More than 75 percent of managers, employees and heads of HR feel that PM results are ineffective and/or inaccurate.”
Performance management is considered as one of the most difficult tasks by HR managers. As, there may be different ways of performance evaluation available, but still something still looks left out. This leads to a need for disruptive innovation in this process. This is mainly because of two reasons:
To understand them in detail and know why there’s a need to put performance back in performance management, please read the following article by Sameer Patel, SVP for Enterprise Social and Collaborative Software in SAP's Cloud Business Unit, at enterpriseirregulars.com:
https://www.enterpriseirregulars.com/89515/performance-management-needs-disrupted-pronto/
