Design your own talent management software system

Your organisation is different. It’s unique. You have your own way of doing things and you’ve wasted too much time looking at many  HR and talent management software systems that just don’t seem to be capable of reflecting your true organisation. Right? We hear this often. And that’s why we have chosen a different route to developing our talent management software. With our Talent Cloud® you get something quite different.…

Ensuring a shared understanding of goals at Muñoz in the UK

The Muñoz Group in the UK seeks to be the best in the business of supplying the freshest of fruit, flowers and juice to many of the UK supermarkets and each of the 320 employees working across the UK operation needs to understand their own specific role and contribution to achieving this. …

7 steps to setting better performance objectives

Many of us know of the very useful SMART acronym when it comes to setting objectives - but we think it doesn’t go far enough. Read below for our 7 step guide to better performance objective setting.…

How Travis Perkins group uses Talent 360 for aspiring store managers

Taking a group of employees who are seen to have the potential to grow, progress and take on a more senior role often calls for a development programme. Clearly, with their baselining, signposting and re-assessment capabilities, 360 degree feedback tools have a role to play in such development programmes.…

What makes for great employee engagement software?

Getting your people to engage with your engagement survey is as much about the employee engagement software as it is the internal comms plan you roll out. So what does great engagement software look like?…

How can 360 review software fit with your organisation's culture?

We speak to many HR and L&D people who have become disillusioned with 360 degree feedback. But, they admit, it’s not about 360 per se - but about an assessment that is seen as having little individual relevance, or too time-intensive or as being simply disconnected from the organisation. To get real value from a 360 degree feedback review programme, we know that the assessment, the process and the online tool you use all need to fit how your organisation is structured, its language, its process and its ‘culture’.…

Employee engagement trends in 2017

It’s hard to keep abreast of the research as to what is happening with employee engagement and the trends being seen. And yet it's important to understand what’s going on and how we can best strengthen employee engagement. …

Tricky succession planning questions to answer

Questions asked by senior managers about succession risk and ultimately business risk are not always as simple, quick or straightforward to answer as you would think they would be.…

What to consider if Introducing 360 degree feedback for the first time

Whether you are introducing 360 degree feedback for the first time in your organisation or updating a current 360 process, investing effort to get buy-in and support from stakeholders leads to stronger engagement from the important line manager population.  So, spend the time to identify these key stakeholders, explain the process, and outline the outcomes and impact on the business. Here are the 8 things to think about when introducing 360 degree feedback for the first time. …

Help managers to have career conversations

It can be tricky for managers to have career conversations with their teams about progression in the organisation. We hear from our clients that often managers know that they need and indeed many want to do this – but they just don’t have the data or information to feel prepared for this. They’re left trying to build a conversation with very little support.…

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