A trend in HR is continuous feedback on your work floor. You are empowered and celebrate your successes by a learning and working environment of permanent feedback and coaching on your objectives and key results (OKR) and your connection to your company's strategy. You really experience your personal development and also contribute to the development of your team, co-workers, manager and company.
More and more companies are adapting a Performance Management Review cycle in shorter periods (often 90 days), which eliminates the end of year conversation. This model is directly linked to career opportunities and periodic salary increases.
Important conditions are that the feedback must be in a safe atmosphere of open communication and the ownership and security of data should be well taken care of.
In general, this way of thinking and improving suits organizations which embrace a culture of open communication and a mindset of realization that no one is perfect and everybody is willing to learn from each other.
A practical application of this model of Performance Management is the assessment of your behavior (the ‘how’) and your result (the ‘what’). High rankings on How's and What’s will bring your career into a promising perspective and you will be challenged to continue how you work and what you deliver. If your scores are low, you have to do something with the feedback received. People are a lot harder for themselves than their managers are for them and feel accountable for their work.
Continuous Performance Management and Learning are two sides of the same coin. The formal rating framework as described above leaves lots of opportunities for continuous informal learning.
There are many online tools, API's and platforms to use for this purpose. They will support you in your own blended learning journey. It will be a logical step, because you are already working in an open culture within the organization and the mindset of you and your co-workers is focused on social learning and mutual feedback.