The best 360 degree feedback tools provide the recipient and the organisation with rich, focused and useful feedback about an individual’s performance. But pinpointing the important areas can be tricky. In our Talent 360 software we’ve tackled this head on – and have developed three features to do this: Keys There’s usually a small number of competencies that …
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 …
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 …
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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 …
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 …
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 …
Improving your 360 reviewer response rate may be key to ensuring you get the feedback needed to make 360 activity valuable. Typically ‘lack of time’ is the main reason that 360 reviews are not completed by a reviewer as ‘filling in questionnaires’ is often not high on the list of ‘things to do’ for anyone. Based on …
Deciding to deploy 360 degree feedback software tool as part of your talent management software suite, is the start of a process of gathering, collating and reviewing the market. We talk to HR and L&D decision makers every day who are starting out on this research and have pulled together a checklist of the areas …
360 degree feedback software – finding the system right for you Read More »
