How do you use data in succession planning and talent review activities within your organisation? Are you able to cut and slice the data to make informed succession planning decisions? Our recent article in HR Magazine has clearly given food for thought. In it, we look at how, one of the challenges we face in succession planning is …
Talent management software specialist Head Light will offer practical advice on how HR teams can embed the processes and practices that enable real performance improvement, and not just ‘tick-box’ performance management, at Learning Technologies 2015 (28-29 January, Olympia 2). The company has researched and identified an eight-point action plan for HR teams, managers and employees, …
Eight-point plan to turn around failing performance management Read More »
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 …
