It is well documented that over the last three to four years there has been a movement away from a traditional annual, ratings-based performance appraisal process.  The current direction of travel is towards a more agile, conversation-based and individual approach to managing performance, also known as Continuous Performance Management (CPM). This movement is picking up speed: 79% of executives rate it a high priority, up from 71% three years ago, with 38% calling the movement “very important.” (Deloitte University Press)…

If you already have a competency framework that has been in place for more than a couple of years, it may be in need of a strategic review and see how it's working for your business. So before we get into the details,  it’s worth making it clear what a competency framework is. Put simply, it is a set of standards, of criteria, that describes how people go about doing their jobs. A competency framework contains behaviours, approaches, attitudes and ways of looking at things, that set out what ‘really good’ looks like in your company. Your job description, targets and objectives describe WHAT you do, the competency framework describes HOW you might do it. A competency framework will underpin lots of different work and people management processes, including appraisal, training and development and promotion. It provides a common language for us to talk about our managers about these things- how well we’re doing, where our strengths are, what we need to develop further. It provides a fairer and more consistent platform for making decisions about people and how to get the best out of everyone. A good first step is to look at how and where your competencies are used and where they can be reinforced.  …

A common problem facing HR in many organisations - you have outstanding employees and want to keep them in the business. With many industries facing talent and skill shortages and job-hopping becoming the norm, the future looks tough for HR.  Talent mobility is seen as the answer to future-proof the organisation. Organisations are flatter than they once were and employees are more impatient than ever to progress.  Mobility can't be defined as just being 'upwards'. Career advancements now need to be sideways and mean cross-functional 'tours' , or even across geographies. Rarely do organisations have the resources to career counsel everyone - so what digital tools can be deployed to make this easier? HR can enable career paths can take shape by giving employees mapping tools to explore their options – and that there’s no need to look outside of the company for progression.  In our work with clients we’ve witnessed a strengthening of organisations engaging their people in their own career planning and career path mapping.…

"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.…

  Everyone we talk to is buzzing about how to move to a more conversational approach to performance management.  But for many, it's not clear what that means in practice and how to make those conversations 'purposeful'. Moving to a more agile and on-going approach to appraisal conversations, needs a culture shift, buy-in and commitment to a change.  Whilst you don't 'need' software, a great online system can help embed and reinforce this change.  Having a tool that is easy to access and simple to use means you can enable, capture and build on those great conversations!  For you in HR, you'll be able to see what is happening and where - and measure, track and celebrate engagement in this new process.  Spend 2-3 minutes now and take a quick look at the video below of how 'purposeful' check-ins can work between managers and their team members.…