Career mapping for career planning

It seems that there are generally two kinds of career mapping. One results in the pro forma career map, which shows how the organisation wants people to progress. It is designed by working backward from a destination job to identify the feeder jobs that will allow a person to get there.  The other gives a career map which is built on data about how and how quickly people move through roles to reveal…

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What can we learn from Neuroscience to improve Performance Management?

By Debbie Hance, Head of Business Psychology, Head Light I attended a really interesting lecture about ‘navigating neuroscience’ by Dr Vaughan Bell of UCL. And it got me thinking: how could we use some of the learnings from neuroscience to improve performance management? One of the particularly entertaining trends Dr Vaughan Bell presented was ‘neuroessentialism’.  This is the misguided tendency for writers, advertisers or anyone presenting an argument or trying…

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Building on Talent Management trends

Six weeks into 2016 and we’re seeing a sharp increase in HR decision-makers ready to take the positive steps needed to take on the Talent Management trends we were seeing  last year. Trend #1 – The expectations of a Talent Management system in terms if its accessibility, interface and experience have risen dramatically. Employees and managers now expect to be able to access data and information anywhere and at any time – whether this in on their smartphone,…

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How to performance manage the career consumer

We’ve seen the rise of the so-called ‘career consumer’ who is perhaps more demanding in terms of their workplace development. As such, managing their performance can be a challenge. We believe that by changing managers’ and employees’ approach to performance management can make a difference. This view was shared with Personnel Management and forms the basis of an article by Cath Everett. We think that as employees adopt the behaviours of a ‘consumer’, more meaningful two-way conversations need to…

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