Creating a Talent Management Strategy will give you cohesion and integration of your talent activities, a clear alignment with your business strategy and a common talent language for your people to understand. But typically talent activities grow organically and rarely do we take stock, and look at them as a whole. The key is to …
Create a Talent Management Strategy: take your business forward Read More »
One of the early stages in succession planning is to identify those roles for which you need to ensure a pipeline of talent. For most organisations, having a successor identified and developed for each and every role would be beyond their reach, and not a productive use of HR resources. It is probably the role …
When you identify talent, you’re deciding who are offered accelerated promotion opportunities or development programmes. But what if you’re identifying the wrong people? In Talent Review meetings and conversations, line managers typically use a performance-potential matrix, often called a ‘9-box grid’, to review each member of their team. But the tricky part is to articulate what …
HR teams need to use and interpret data more effectively if they want to overcome management bias and spot who really has talent and potential in their organisation, according to talent management software specialist Head Light. “Organisations rightly want to identify which employees have the capability and potential to add real value in the future, …
Management bias can hold back talent if data insights are not used effectively Read More »
You may have seen our Head of Business Psychology, Debbie Hance, quoted in the Financial Times on Monday 5 January. She commented on the value that 360-degree feedback can bring by helping organisations identify those who excel in some of the more nurturing aspects of leadership that sometimes go unnoticed. You can read the article on the FT.com website.
We get to talk to many HR and L&D decision makers – all looking to recruit and retain the best people for their organisations and all are, at some point or another, on what we call the Talent Management Journey. Every organisation is different – and at a different point on this journey – but …
Delighted that our comments are included in Amy Wilson’s Winding Up Performance Management article in December’s Talent Management. https://www.talentmgt-digital.com/read-tm/december_2014#pg25 Are you looking to kick start your performance management in 2015?
The team at Head Light would like to wish all customers, partners and friends a very Happy Christmas and a Prosperous New Year. We shall be closing our office at 12.00 on Wednesday 24th December and re-open on Monday 5th January. Should users of our Talent® software need to contact us, please do so through the Help …
Performance Management is a process which can have a poor press in many organisations. Some research has even found that, as often as not, it decreases performance rather than increases it. However, as a management practice it endures: for good reason. Performance Management is the practice that establishes the ground rules for conversations between managers …
Giving feedback thoroughly and effectively makes a real impact on how successful the 360 degree feedback process will be. But how the individual reacts and responds to both positive and negative feedback depends very much on how they are wired. Those driven to succeed and attain goals (ie those who are ‘positively wired’), interpret and …
