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#DebateHR: HR Raging Debates - please comment! ~ HR to HR 2.0.

Strategic HCM

Im included as one of the experts in Halogen Software s latest round of HR Raging Debates , describing my views on: Talent shortage - "In most businesses its the team & community which provide performance, not just individuals.". Technorati Tags: Halogen Software , Raging Debates. Five Simple Goal-setting Guidelines.

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6 tips to create agile performance management in your business

Interact-Intranet

In fact, research results from Brandon Hall Group’s 2015 survey show 70% of organizations believe their performance management programs are ‘average’ or ‘below average’. This will include centralized hosting of all documentation around the process – from feedback forms and managerial guidelines through to progression charts and surveys.

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9 Critical Employee Engagement Metrics Every Company Should be Tracking

Terryberry

Companies typically track these areas through employee engagement surveys sent periodically throughout the year. It should be no surprise that tracking factors like these can play a critical role in not only improving employee engagement , but the overall performance of the company as well.

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Future-Proof Your Organization with Talent Pools

HR Daily Advisor

by Joanne Wells, Manager, Learning Center of Excellence, Halogen Software. This will ensure an objective, well-rounded approach aligned with strategy and that will help avoid subjectivity or bias. Joanne Wells is Manager, Learning Centre of Excellence at Halogen Software.

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Jump into the Talent Pool

HR Daily Advisor

By Joanne Wells, Manager, Learning Center of Excellence, Halogen Software. This will ensure an objective, well-rounded approach aligned with strategy that will help avoid subjectivity or bias. A common problem among HR managers and recruiters involves critical vacancies. The solution? Talent pools.

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10 of the Most Revealing Interview Questions to Ask Job Candidates

Spark Hire

You can bet your candidates are well-versed in how to answer standard interview questions like, “What’s your greatest strength? That’s how you know your hire will mesh well with your team or company, rather than turning out to be a costly regret. We look at behavioral competencies, as well. Weakness?”