360 degree feedback within your organisation can give great results and be a key part of your talent management strategy. But get the use of 360 wrong, and it can become a ‘tickbox’ exercise. 360s can provide self-insight, inform development and succession plans, focus attention of what behaviours are needed and identify those with ‘high …
Achieving ‘Good Practice’ should be the aim of all 360 degree feedback users. Too often, however, day-to-day practicalities mean that processes don’t flow as we want them to, or the challenges we face bear little resemblance to the ‘best practice’ we read about. At Head Light, we’re committed to sharing and exploring the use of …
Much of the advice on planning, implementing and managing 360 degree feedback processes is either too formulaic, one-dimensional or ‘blindingly obvious’, according to talent management software specialist Head Light. To help practitioners understand the reality of the process and its finer points, the company has created a free, comprehensive handbook called The Good Practice Guide …
New guide helps HR teams make the right choices about 360 degree feedback Read More »
Feedback can be powerful. Giving and receiving quality feedback helps individuals, teams and the business as a whole to develop. The challenge which faces us all is how to make a useful contribution when giving feedback to others. In our We think… article – Impact of feedback – we explore how the straightforward FEED model can …
Engagement and recruitment – are you considering these two talent management activities alongside each other? Even during your initial recruitment activities, we think that engagement needs to be considered. And you are probably doing this. You’ll be talking with your candidates and starting to think about what it will take to retain these great people …
West Midlands Employers works with its clients in the public sector to use 360 degree feedback software. To offers its Partners tailored 360 questionnaires for different levels of management, using the language, competencies and processes defined by the Partners themselves. Read the full West Midlands Employers case study
When any of us start to pull together and refine a talent management strategy, we tend to jot down what seems to be a disparate set of HR and L&D actions, activities and resources which are spread around the business. They tend to include role profiles, HR databases, lists of training and development providers, articulated …
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 …
Our recent article in HR.com’s Talent Management Essentials, outlines the four main benefits of on-line performance management that we observe through our work with clients – and from our research with those with whom we come in contact. Organisations that move to on-line performance management witness: Better goal alignment and more objectives achieved. 80% claim …
Build your case for on-line performance management Read More »
In a 360 feedback session, have you ever floundered for a question – and wished you had access to a library of questions to start off the conversation or prompt a discussion? Or has there been a time when the discussion has been slow or distractions and blind alleys are being taken? At times like …
In need of question ideas for 360 feedback sessions? Read More »
