Succession planning: spotting the right people

Succession planning should be straightforward. Surely it’s simply about assessing the needs of the business, based on the future strategy; identifying key roles and their requirements; matching these with the capabilities and potential of employees and then plugging any gaps with development programmes or tailored work experiences to prepare the right people accordingly?…

What do you need to make Continuous Performance Management work? 

We’ve seen a surge in interest to talk about how best to introduce or bolster a different approach to performance management. In a more agile workplace, many organisations know that the one-off, annual performance rating no longer works. In its place are more regular catch-ups and updates between manager and employee. This is Continuous Performance Management.…

Help reviewers give better 360 degree feedback

You know that the real value of  360 review is determined by the quality of the feedback on the participant given by reviewers; this is what drives the overall feedback session and leads to the development plan. And yet, helping reviewers give the best feedback isn't always on the radar of companies as they deploy 360 degree feedback across their organisations. So what can you do to help your reviewers? What guidance do you offer those reviewing participants in your 360 programme?…

Is Continuous Performance Management working?

You may have heard how some of the bigger organisations have moved away from an annual performance rating towards a more regular, on-going continuous performance management approach. If you have embraced this approach too, how do you know that it’s working?…

What is a good online 360 process?

360 degree feedback is a key talent management activity enabling employees to receive anonymous feedback from those with whom they work including their manager, co-workers, direct reports and, sometimes, customers and suppliers. When delivered online, it needs to be efficient and easy-to-use so that informative data can be gathered, analysed and reported meaningfully to those taking part.…

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?…

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