Getting performance management embedded within your organisation is no mean feat. You need your line managers and employees to recognise and understand the benefits to them as individuals as well as those that the organisation as a whole will see. We’ve brought together our experience of supporting HR and L&D decision makers into a Guide …
Supporting line managers in Performance Management Read More »
We are thrilled to have been short-listed for the L&D Supplier of the Year award as part of the TJ Awards. In preparing for our interview next week, we have been thinking about how we as a company, support, work with and deliver on our promises to our customers – and what great customer service …
The need to build a business case for investment in talent management software seems to be on the increase. Our research in 2012 showed that nearly half of those moving to on-line 360 degree feedback or performance management developed a business case to support the bid to obtain budget for investment. 44% commented that whilst they …
Business case writing: the budgeting time of the year Read More »
We’re delighted to announce that we have been short-listed in the category of L&D Supplier of the TJ Awards. Ian Lee-Emery, Managing Director at Head Light, commented: “The TJ Awards recognise best practice in learning and development and we are thrilled to have been short-listed in the L&D supplier category.” “We have been proposed by a client …
Drawing together and making sense of the information gathered in a 360 review is an important element when preparing for 360 feedback sessions. Typically you’ll have a report generated from your on-line 360 tool such as Talent 360 which brings together the various observations, comments and feedback. But how then to present this to the participant …
Making comparisons between people by using a 360 is one of the four deadly mistakes we see that some organisations make. It’s simply just not what 360 is about. But we have seen some 360 degree feedback tools on the market which, when the rater needs to provide feedback on, say, five people, puts all five of them on …
In a 360 review, asking someone what their managers or co-worker should be doing is over-stepping the mark. In our recent blog post we talked about there being four deadly mistakes when carrying out a 360 programme. We’ve explored two of those four mistakes in other blogs and now we look at what you are asking …
Using 360 degree feedback can move your people forward but hijacking 360 data and using for other purposes may just lose any trust you have built with your staff. In our recent post we talked about there being four deadly mistakes, the first of which we explored in that blog. We see this as the …
If you’re using 360 to inform development plans, that’s great – but you may be missing out on the value it can bring to other aspects of your talent management strategy. A key strategic need in organisations is to have the right people in the right place at the right time. Whether you call this …
360 informs talent management far beyond development Read More »
We are delighted to partner with learning solutions provider TaylorMade Learning Solutions (based in Nanaimo, British Columbia, Canada) to integrate Talent En-Gauge® and LearnScape learning content and platform. Ian Lee-Emery, Managing Director at Head Light said: “We are delighted to now partner and be working with TaylorMade to create something unique in the marketplace. They …
New partner – TaylorMade Learning Solutions, Canada Read More »
