Government appoints Head Light to G-Cloud 5

Talent management software provider, Head Light, has been recognised as a supplier by the UK Government as part of the latest iteration of its G-Cloud initiative. The G-Cloud initiative aims to make it easier for public sector bodies to procure IT services that use cloud computing. Head Light has been selected in the Software as a Service category under the new G-Cloud 5 Framework Agreement. Ian Lee-Emery, Managing Director at Head…

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5 steps to improve performance management within your organisation

Effective performance management has its challenges: conflicting needs of the stakeholders in the process; little connection between performance review meetings and everyday working life; ambiguous or poorly defined objectives; inability to track or monitor progress of objectives.   Some of these can be met with defined processes and strong internal communications. Others require the support of a robust talent management system. At Head Light, we see the following as essential steps…

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5 New Year resolutions every HR decision maker could make

Getting the most from your talent in 2014 will have its challenges. We’ve put together our thoughts about the top 5 resolutions those making people and talent decisions could look at in 2014. 1. Take a close look at what engagement means in your organisation It’s no longer good enough (if it ever has been) to run an employee or engagement survey once a year, look at the overall score…

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Employee Engagement: Pivotal to Talent Management

When we work with clients we see that engagement plays as key a role in Talent Management as it does in Organisational Performance. We all know the research and the resulting stats surrounding employee engagement: which show that a stronger engaged workforce will demonstrate an increase in productivity, a reduction in absenteeism, a leap in creativity – but how often do we look at employee engagement as a critical component…

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The ups and the downs of moving performance reviews on-line

If you’re an organisation which has already invested significant time, resource and energy into the design and roll-out of a performance management process, the last thing you may want to hear is how much better it is if you now move on-line! Our recent research looked at the criticisms and downsides as reported by those who are still working with an off-line process, and also reported on the benefits as…

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