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 …
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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 …
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Employee engagement surveys often lead to little action. And it’s no wonder that with the promise of increased productivity, improved financial performance, lower attrition and absenteeism and higher levels of customer satisfaction and innovation, that those organisations who have taken part in an employee engagement survey… are often disappointed with the results. But clearly, there’s …
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Return on Investment is a widely used term – often needed in the presentation of the business case or in a post-implementation review. In a recent article on Personnel Today, Head Light’s Managing Director, Ian Lee-Emery explores how organisations can demonstrate the financial return on investment in effective performance management. Intuitively, we know that performance management can benefit …
Appraisals undervalued? Then calculate their return on investment Read More »
Improving employee engagement can be achieved by asking employees the right questions which get to the heart of the matter – and then provide list of manageable actions for each manager and individual. This is according to a new review by talent management software specialist Head Light. “Improving employee engagement must be on HR’s agenda …
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A solid, robust and effective performance review makes the difference between a tickbox exercise and a way of working which really adds value to the business. Our top 10 tips follow. Avoid the ‘once-a-year’ review. Whilst regular 1-to-1 meetings may happen, weekly or monthly, aim to have the more formal, meetings bi-annually, or quarterly. Make sure …
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Not surprisingly, we firmly believe in the power of 360 degree feedback. But we also recognise that real value is only gained when the feedback is understood, accepted and acted upon by the recipient. The role of a feedback facilitator is therefore pivotal and indeed, anecdotal evidence from our clients strongly points towards a face-to-face …
We’re getting ready for the CIPD Learning and Development Show taking place at Olympia London on the 30 April and 1 May. We attend as an exhibitor each year showcasing our latest talent management software, and we’re fortunate to meet lots of great people and have really valuable conversations. If you’re intending to attend, either …
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Employee engagement surveys have been around for years. Often run by HR, but sometimes they’re not – and yet surely employee engagement is pivotal to all aspect of successful talent management? Without engagement in your 360 reviews or your performance management processes, how can they possibly deliver achievement of objectives – and with little engagement …
