In Part 1 of this blog we explored the difficulties of identifying those with potential.…

Have you considered how the HR processes in your business ‘condition’ your employees? Do you take a close look at the impact that they have on the psychological contract and engagement? Do you consider the extent to which management practices support your employer brand? Do your processes such as appraisal reflect how your business is, or was or is trying to be? Is it possible that how employees ‘feel’ about one process impacts their perception of and participation in others?…

The structure of a 360 degree feedback session can help or hinder the conversation - but what works well?…

In many organisations, the HR team is able to identify those with high potential – and knows how to develop this. But for some organisations, spotting high potential can be a tricky business – and especially so for line managers as traditional career paths no longer, if they ever, necessarily enable the leaders of the future to rise to the top.…

Want to know what the key benefits to moving to on-line 360 as highlighted in our recent survey?…