Traditionally the performance management process has also fallen under HR, which is not only a time-consuming process but also has an impact on much bigger topics such as employee engagement, turnover, and overall productivity. What started out as a “simple” process of gathering feedback on performance, turns into an indicator of a company’s overall health. People who feel valued, supported, and aligned to company values perform better. Performance Reviews MORE

Conducting performance reviews every year as a manager is not easy. Luckily, this is going to change for the better as performance management is transforming from a yearly event into a continuous process. Managers can now help employees grow and work towards their goals. MORE

Employees usually get 90 days to prove themselves and People Teams can do a better job in helping new hires adjust, feel part of the organization, and become productive employees faster. Onboarding is the time for managers to develop relationships that are grounded in understanding. MORE

This would be a relatively simple exercise if every employee was aligned and understood the strategic goals of the organisation and also, clearly understood what exactly they need to do to meet their individual goals. One of the crucial steps in the performance management process is setting and communicating the goals of employees. This process entails setting specific and clear expectations from a performance standpoint for every employee. Performance MORE

Not too long ago, HR professionals were relegated to the realm of “personnel management”—paper-pushers responsible for administrative tasks and little else. These systems will do more than just track employee usage and performance. Do you have career development? MORE

A great exercise program is hamstrung without the right diet. A continuous performance management process is critical to staying connected with them and ensuring their growth is on track, rather than becoming stagnant. This management process must be holistic, though. MORE

Planning for your organization’s future is what separates a personnel manager from a talent leader. Most experts agree there are 7 components to comprehensive talent management : Employee Planning. Performance Management and Employee Feedback. Career Development and Pathing. Succession Planning and Leadership Development. Each piece of the talent management pie relies on other areas in order to work. Talent Management MORE

Not too long ago, HR professionals were relegated to the realm of “personnel management”—paper-pushers responsible for administrative tasks and little else. These systems will do more than just track employee usage and performance. Do you have career development? MORE

On paper, it looks like the federal government has the right formula for performance management – an ongoing cycle of planning, monitoring, developing, rating and rewarding employee performance. However, improving employee performance is a big initiative. MORE

I’ve posted recently on ‘The Executive Guide to Integrated Talent Management’ which I’ve contributed a chapter to, and also more specifically on the contribution of learning & development within this integration. Book review Recruitment Talent management MORE

Same with objectives, the business "exercise" we all love to hate. Want to do more employee development but find yourself with a shrinking budget? It challenges managers to analyze operating results and discuss the findings with employees. Performance Management MORE