In layman’s terms: Your ATS speaks seamlessly to your onboarding software , which speaks to your performance management system, which also ties into your payroll system. It helps recruiters to efficiently manage documents and resumes sent via the internet. MORE

As performance appraisal systems go, the 360 performance review appears to be a winner in the eyes of those in the executive suite. Why the 360 Performance Review is Welcome in the Executive Suite. That said, there are several benefits associated with the 360 performance review process but, the company must be committed to the process – when management fails to have a good implementation and follow-up plan, the system will fail and may even give undesired results. MORE

Performance management is important to get right and easy to get wrong. We explore the fundamentals of effective performance management, and how to keep your strategy on track. What is performance management? Why bother with performance management? MORE

GE becomes the latest major company to remove ratings from its performance appraisal system. Organizations successful with removing ratings reimagined the whole performance management system. In NeuroLeadership Institute’s “ Future of Performance Management ” webinar last week, David Rock and Brian Kropp discussed the current debate on ratings. Here are some ways you can determine compensation without annual performance ratings. Manager Bucket. MORE

Managing poor employee performance and terminations are examples of these delicate situations. Here’s how to properly handle RIFs, Performance Management, and Terminations. Identify Top Performers. Be Aware of Employee Discrimination. MORE

Retention is growing as the number one metric that matters regarding any workforce. Excellent employee management is a must if you want your team to stay engaged and productive in the workplace. Then we’ll explore the innovations and technology that are appearing in each area, enhancing operations in this area of HR and helping you to get your employee management right – so you can deliver a superior experience for all your employees. MORE

HR executives, on the other hand, insinuate that the bad management of line managers chucks out good talent. Managers blame the training team for not bringing the new hires up to scratch and so on. In the digital world, old-school talent management tactics no longer work. MORE

HR executives, on the other hand, insinuate that the bad management of line managers chucks out good talent. Managers blame the training team for not bringing the new hires up to scratch and so on. In the digital world, old-school talent management tactics no longer work. MORE

With many employees making the decision to stay with a company long-term within the first 6 months , and employee turnover costs and impact high on the management agenda, it’s an area seeing increasing investment. Do they have sufficient connection reliability and speed to perform their role? MORE

The company faced challenges in efficiently managing performance appraisal process. Their subjective performance appraisal process resulted into unfair, biased and meaningless employee evaluation. Managing numerous appraisal parameters and complex data. MORE

The primary employer is prohibited from interfering with a jointly-employed employee’s exercise of or attempt to exercise his or her FMLA rights, or from firing or discriminating against an employee for opposing a practice that is unlawful under the FMLA. MORE

As performance appraisal systems go, the 360 performance review appears to be a winner in the eyes of those in the executive suite. Why the 360 Performance Review is Welcome in the Executive Suite. That said, there are several benefits associated with the 360 performance review process but, the company must be committed to the process – when management fails to have a good implementation and follow-up plan, the system will fail and may even give undesired results. MORE