Head Light offers free 90-day trial of continuous performance management

Head Light, the talent management software specialist, is offering HR teams the chance to pilot an ‘employee-centric’ approach to continuous performance management free for 90 days. The company will provide its Talent Performance® software – which facilitates focused, goal-oriented conversations between managers and employees – at no cost, to any organisation that wants to test the benefits of continuous performance management with a minimum of 40 employees and managers. Head…

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Get stronger engagement with Performance Objectives

You’d be right in thinking that by putting in place an online Performance Management system, managers and team members have a place to store, record and update performance objectives – and document their progress against these objectives. But doesn’t this simply make it an expensive way to store all this?  Is it then only used just-in-time for the annual performance review meeting, to ‘go through the motions’ and then not accessed again…

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Don’t throw away your paper-based performance management!

Do you have a paper-based performance management system that you think is already working and that people are bought-into – and yet you’re under pressure to upgrade it and ‘move online’? You know only too well the time and cost savings to be had from moving online – as well as getting better, real-time reporting, accurate analytical reports at the click of a button, and a strong return on investment from…

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The Winsor Review and anniversary PDR systems

To comply with one of the Winsor Review recommendations, Police Forces now need to ensure that a PDR is completed before a pay increment is awarded. Recommendation 81 of the Winsor Review looks at the training of line managers to use the Performance Development Review (PDR) system efficiently and effectively.  As part of this, Forces need to be able to assess the performance of people at a time which coincides with the anniversary…

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Performance Management: fulfilling its potential

Performance Management promises much – but invariably disappoints at all levels. It can enhance individual and organisational productivity, improve working relationships, identify development needs, close skills gaps, enable career progression and enhance employee engagement – and yet, all too often, it fails to meet expectations. In our experience as talent management software specialists, there are six main reasons why performance management fails to live up to expectations – and Ian Lee-Emery, MD of Head Light, has written…

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