With apologies to Mr. Twain for paraphrasing, reports on the death of performance review ratings are not only grossly exaggerated, but missing the mark entirely. According to Leslie Apony , manager of customer value and adoption at SAP/SuccessFactors , many organizations are eliminating performance ratings without understanding the cascading implications. The issue isn’t just about pay-for-performance. Develop effective performance management processes. MORE

The talent crisis and some of the ways organizations are dealing with it has been a topic of conversation on HR Times since we started. 10 on the Fortune 500) is addressing the talent challenge. AT&T’s approach includes several leading talent practices: Creating a future talent blueprint and then analyzing gaps between current vs. emerging skills , with roughly half of AT&T’s total workforce assigned a new role and expected to acquire the training or credentials to fill it. MORE

Want to find out how your business is performing? Setting and analyzing performance indicators for your company is the best way to forecast and get on track with your business goals. Creating KPIs, or key performance indicators will help you measure your company’s success. How you measure performance says a lot about your company’s objectives. There are two common types of performance indicators: financial and customer-focused. MORE

Not a great moment for manager or team member, but it’s a common one. Mid-year reviews are a painful reminder of how far apart work and goals can drift and how little traditional performance management helps people perform at their best. Then there is the self-realization that it’s more fulfilling to aspire to something larger and that your performance and compensation are fundamentally intertwined. The performance process doesn’t support great performance. MORE

They all eliminated their annual performance review practices. In fact, six percent of Fortune 500 companies have already put a stop to their rate-centric performance management culture. The reason is simple: some say that if performance reviews were a drug, they would never pass the Food and Drug Administration given their wide range of vile side effects. And HR managers? Allocated bonuses based on team performance. MORE

Saba, vice president of Market Strategy, Ceridian HCM, delivered his suggestions at the SHRM Talent Management Conference, held recently in San Diego. [ Talent Development. Increase the percent of employees who accomplish all of their development targets annually. Increase the percent of employees who indicate satisfaction or high satisfaction with their development opportunities as measured by annual employee survey. Performance Management Objectives. MORE

Jayson Saba, vice president of Market Strategy, Ceridian HCM, offered his tips at the SHRM Talent Management Conference, held recently in San Diego. It comprises several key performance indicators (KPIs) and metrics, and it often includes more than one area. A dashboard is a monitoring tool that shows how a company is performing relative to a KPI/metric at any given time. Your dashboard can help to bring this home to management. Talent development. MORE

The talent crisis and some of the ways organizations are dealing with it has been a topic of conversation on HR Times since we started. 10 on the Fortune 500) is addressing the talent challenge. AT&T’s approach includes several leading talent practices: Creating a future talent blueprint and then analyzing gaps between current vs. emerging skills , with roughly half of AT&T’s total workforce assigned a new role and expected to acquire the training or credentials to fill it. MORE

The trouble is, the only way HR can demonstrate its relevance is by speaking the language of the business, which revolves around metrics. This is the fourth in my series of employee performance management blogs, this time delving into what’s possible with HR measurement. Similarly, for effective performance management, you have to look across multiple data points to infer what’s going on. We want performance data to reflect the true measure of the employee. MORE

An unprecedented increase in job openings shows that the demand for talent is forcing companies to plan better and recruit better. The most recent JOLTS , or Job Openings and Labor Turnover Survey published by the US Bureau of Labor Statistics , puts the the latest job openings level registered in November 2015 at 5,431,000(p). Linking these metrics to specific behaviors and processes then enables them to predict future trends and minimize financial losses. Talent Managemen MORE

Talent recruitment requires a significant amount of attention of the probability that a candidate will slot into an organization and fill a need that exists, bringing vital skills to the company’s landscape. But one of the most important traits hiring managers are looking for in potential talent today is the predicted level of performance an individual will be able to work with. Predicting performance through personality. MORE

When asked why Indiana isn’t attracting and keeping enough IT top talent, Mike Langellier, CEO of TechPoint, told the audience at a recent public meeting that it’s “because too few organizations have a strategic HR function.” None of us can afford to “burn and churn” our people any more—there aren’t enough individuals with needed skills—so we must all hire, develop, and retain the best. With or without tuition assistance, take charge of your own development. MORE