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How do I transition to Continuous Performance Management
How do I introduce robust succession planning
How do I spot high potential and identify future leaders
11 ways to make sure your competency framework delivers on expectations
What is Employee Feedback?
Better data for Talent Reviews & Succession Planning
Simply Conversations, Feedback & Cadence
Why open questions can be more powerful than ratings in 360 degree feedback
How to mix conversational PM, avoid ratings yet support a bonus culture
Review & renew your competency framework
Enabling employee career choices with digital tools
Talent Management software isn't an expensive luxury
Making Check-Ins a purposeful conversation.
How detailed does your Competency framework need to be?
Six ways to help team performance using 360 degree feedback
Build Succession Plans based on solid Career Conversations
Is Continuous Performance Management right for your organisation?
Using a 9 box grid: an invaluable tool for succession planning
What is Succession Planning?
Talent Management Definitions: are you up to speed?
The 5 key features of Succession Planning
The benefits of succession planning
What goes into a Succession Planning Template?
You cannot change culture without changing behaviour
What is a Succession Planning Talent Review Meeting?
How to receive feedback - graciously!
Not all 360 review systems are the same!
Reducing bias in Succession Planning Talent Review meetings
Are you ready to get started with succession planning?
Deciding which Succession Planning Model will work for you
Succession plans: how to use 360 to identify potential
Talent Management software: too tricky for smaller businesses?
How to identify critical positions for succession planning
What is Continuous Performance Management?
How to improve Succession Planning
The Essential Talent Management Analytics you need to know
6 reasons why you'd want to use 360 degree feedback with teams
How to record feedback in Continuous Performance Management
The fundamental talent management questions you need to answer
Are succession plans becoming shorter - and more guided?
Continuous Performance Management: why and how
Are you going to the CIPD L&D Show next week?
How to navigate your way through Talent Analytics - a webinar
The trends in HR for 2018
Do you know what makes for Good Practice in 360 degree feedback?
The value of open ended questions in 360 degree feedback
Talent Management software suppliers; how do they stack up?
What's the cost of Talent Management software?
5 essentials for small businesses using 360 degree feedback
Integrated Talent Management - when you're not a 'corporate'
Getting ready for GDPR
Performance review software for small companies
How to make sure you give your 360 the best chance of success
How to check Continuous Performance Management is working
Is your succession planning up to scratch?
What makes a good objective?
Help - I have to review someone as part of a 360. What do I do?
The benefits of Performance Management for HR
How to set an objective for SME employees
What does a good development goal look like?
How Talent Management can destroy meaningfulness at work
Do men and women rate differently in 360 degree feedback?
Succession Planning: embracing the changing talent market
Succession planning: spot the high potentials
The actions to take to make Continuous Performance Management work
Help reviewers give better 360 degree feedback
Is Continuous Performance Management working?
What is best practice for 360 degree feedback?
Design your own talent management software system
Aligning objectives at Muñoz in the UK
7 steps to setting better performance objectives
Travis Perkins uses Talent 360 for aspiring store managers
What makes for great employee engagement software?
How can 360 review software fit with your organisation's culture?
Employee engagement trends in 2017
Tricky succession planning questions to answer
What to consider when introducing 360 for the first time
Help managers to have career conversations
The real value of 360 degree feedback: the feedback session
How to make succession planning more effective
Time to re-visit your Talent Management approach?
How to define what good looks like
Make the move to Agile Performance Management - join our webinar
What is needed for continuous performance management
Getting your values to work
Using the right scales in your 360 assessment
How to implement a great performance management approach
Making competencies work: the nuts and bolts of the organisation
360 degree feedback hacks
Can you say that Continuous Performance Management is working?
Is your Talent Management software right for your organisation?
Develop coaching competencies using 360 degree feedback
How to use 360 in conflict resolution
Can 360 help to spot potential?
Using 360 to measure ROI of L&D
Re-use 360 degree feedback to inform group training needs
Is your standalone LMS isolating L&D? Using 360 alongside LMS
Talent management software provider: find the best fit
The proof of the 360 pudding...
Plan ahead for the CIPD HR Software Show
How to track performance objectives in your organisation
Questions to ask potential Talent Management software suppliers
Plotting a career path with Talent Navigator®
Bringing your competency framework to life
PDR process within the Police - do your systems comply?
Time to spring clean your competency framework?
Time to revisit your competency framework?
The 10 steps to continuous performance management
How to set the scene and re-contract in the 360 discussion
Does appraisal software help employees engage with objectives?
Career mapping for career planning
Learnings from Neuroscience to improve Performance Management
Building on Talent Management trends
Performance reviewing Gen y, Gen Z and the career consumer
5 essentials when transitioning to Continuous Performance Management
Will the trends in talent management of 2015 play out in 2016?
Make 360 feedback meaningful
Improve performance conversations and move from performance ratings
5 new considerations for Succession Planning
The future of Succession Planning: is it time to change?
Using 360 degree feedback beyond development
Introducing 360: 3 key areas to consider
How to help employees to get started with Performance Management
How to use 360 to spot high potential
Appraisals undervalued? Then calculate their return on investment
The future of Performance Management
Building a feedback and coaching culture – is it working?
Talent Consumerisation - the impact on succession planning
Talent Consumerisation - the impact on employee engagement
Performance Management with Gen Y: the implications for practice
Don't throw away your paper-based performance management!
Lessons from Marketing: seeing Talent as Customers
The Consumerisation of Talent
Ask your Talent Management software supplier this
Plan ahead for the CIPD Learning and Development Show
The Winsor Review and anniversary PDR systems
Improving Talent Management by learning from Marketing
Generation Z - Talent Management
It's all in the implementation
Are you responsible for other people's development plans?
The Consumerisation of Talent - an event hosted by Head Light
Pinpointing the key areas of 360
Use data in Succession Planning
Create a Talent Management Strategy: take your business forward
Critical Role Assessment
Do line managers spot the right Talent in talent reviews?
The Talent Management journey
Embed Performance Management across your organisation
Giving feedback: take the person into account
7 ways to improve 360 reviewer response rates
360 degree feedback software - finding the system right for you
Focus your employee engagement activities
Selecting talent management software?
How to reduce bias in Talent Review meetings
Why does Performance Appraisal fail?
Customer service – what does it mean to us?
Business case writing: the budgeting time of the year
Preparing for 360 feedback sessions
360 - it's not about comparing people
Avoiding 'should' in 360
Hijacking 360 data
360 informs talent management far beyond development
Avoid 360 degree feedback questionnaires?
Good Practice in using 360 degree feedback
Giving better feedback
Think about engagement, even during recruitment
How mature is your talent management strategy?
Build your business case for online performance management
In need of question ideas for 360 feedback sessions?
3 reasons for inaction after employee engagement surveys
10 ways to make performance reviews more effective
Making sense of 360 degree feedback information
Get ready for the CIPD Learning and Development Show
6 barriers to effective employee engagement
8 questions to ask to see if you're ready for 360 degree feedback
3 facts, 1 KPI and 1 Truth: the ROI on performance management
Employee engagement – the results are in!
6 indicators of High Potential – and how to identify them
Having better performance conversations
Cascading performance objectives
Getting managers on board with Talent Management
How to spot good quality 360 feedback
5 steps to beat the challenges facing performance management
Ready for succession planning? 5 areas to check
5 New Year resolutions every HR decision maker could make
10 actions to take to increase employee engagement
The 10 most useful rating scales for 360 reviews
Talent® fully multi-lingual, fully social, fully integrated
The Talent product roadmap continues
Employee Engagement: Pivotal to Talent Management
Managing High Potentials and succession. It's down to you.
Making Talent Reviews more effective
360 – how often is too often?
Why Talent Management is important
Leadership and Learning Agility
Can you spot high potential?- Part 2
Your HR processes exposed – What do they say about your culture?
Structuring 360 feedback sessions: the questions to ask
Can you spot high potential?- Part 1
7 benefits of moving 360 reviews on-line
Behavioural Indicators for Mental Toughness or Resilience
How to answer 'what does good look like'?
The advantages of performance management software
It’s pay back time - when do you see ROI?
Do you calculate the ROI of your talent management activities?
Speedy problem resolution and round the clock ‘up-time’
Choosing talent management software
How much detail makes for a good Competency framework?
Promoting a feedback-friendly culture
Why only some 360 degree feedback programmes are impactful?
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