What's the cost of Talent Management software?

"What's the real cost of Talent Management software?" It's a question always asked by HR and Talent decision makers - regardless of the size of the organisation, or the size of the budget. And there's a straightforward way to answer that using our Talent Management Pricing Calculator.…

5 essentials for small businesses using 360 degree feedback

   Are you thinking about introducing 360 reviews but don't know where to begin? If so, you're like the many other businesses with a strong understanding of the value of 360 but with limited resources - and you're  probably not really sure of the essential steps to take. Our e-book can help.  …

Integrated Talent Management - when you're not a 'corporate'

The value of an integrated approach to Talent Management is well researched and documented. But increasingly we find that those businesses which are less than 'corporate' in size think that this kind of joined up approach just isn't within their reach.   As such, they do one of three things.…

Getting ready for GDPR

The forthcoming GDPR is causing us all take a closer look at the way in which we manage and process the personal information about employees, customers, suppliers and so on. But what does this mean for your talent management software?  To help our clients, we've been on the case for months making sure that their contract with us and the functionality of their Talent system, is not one of the things they need to be worrying about.…

Encouraging employees to be part of performance review within SMEs

For some employees in an SME, getting started with or contributing their own performance review can be a daunting task with a range of emotions coming to the fore.   From the work we do with clients in companies large and small, we know that simple email reminders at key stages of the review process, just aren't enough. People need greater involvement, empowerment and, quite frankly, more regular input.…

How to make sure you give your 360 the best chance of success

You'll already know that 360 degree feedback has the potential to give employees the insight and focus needed to create their development plan. It can help bed down organisational values and reinforce the competencies needed.   But not attending to the avoidable pitfalls can mean that your 360 never delivers this. Instead you end up with simply an HR process that is seen as a chore by managers and reviewers, and meaningless and too generalised by employees. And we see this far more than we'd like. So what can you do to give your 360 the best possible chance of acceptance, value and success?…

Is Continuous Performance Management actually working?

Many organisations are making - or have made - the move to Continuous Performance Management. There's a real buzz about the benefits of more regular check-ins or catch-ups between manager and team member.  But how do you know if this is actually happening, and the goals and objectives being set and, in theory, talked through, are being progressed? …

Is your succession planning up to scratch?

To answer the question above, you need to start by asking yourself some other questions.   They may be the tough questions that you’re asked by your senior management team – that you wish you had the answers too by the spreadsheet and information you have is simply out of date and too difficult to keep fresh.…

What makes a good objective?

You and your managers know the importance of objective setting if your employees - and the organisation - are to achieve their goals. And you'll no doubt know of the acronym SMART when it comes to writing a good objective. But SMART misses a couple of key elements - and as such, we've refined SMART to become STREAMS.…

Help - I have to review someone as part of a 360. What do I do?

Is this something you hear from your line managers and other employees when it comes to 360 degree reviews?   You need to reassure them that, if they've been asked to provide some 360 degree feedback by a colleague it’s because their opinion is valued. They're seen as being someone who's in a good position to observe and comment on the other person's behaviours and interactions - and because they're seen as being someone who will provide useful, honest and meaningful feedback.  So what can you do to help those that have to give feedback on others?…

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