Group items tagged

The first day on the job is often the worst, but some companies are turning to orientations that seem more collegiate than corporate: Think networking sessions and officewide scavenger hunts.

Most companies of any size have an employee referral program. Best in class programs provide 40% or more of their new hires through employee referrals. Many studies show that employee referral hire...

Kathy, This was a really good article, gave me new perspective on employee referrals. I periodically monitor the job board here at my company for myself and a few of my business contacts outside of the company. I need to suggest to my contacts that we become more aware of all our skill sets to help ensure a better fit when looking for employment.

This is a good article describing the changes in the skills needed for leaders. Business is more complex and adaptive thinking abilities are needed. It speaks to why vertical development is needed

A little more information on the difference between the two topics

Interesting video on making a positive performance review instead of the more common negative focused review.

The easier it is for leaders to engage in talent management, the more likely it is to succeed.

Right now, there's no hotter topic within the talent management community than workforce planning. The reasons are simple: with the current economy driving revenues down dramatically, many senior executives are examining how to plan ahead in order to increase their firms' capabilities, reduce costs, and survive the economic chaos likely to continue for some time.

Couldn't agree more! Our company is majorly making moves to being more mindful and data driven when it comes to how we operate even in HR.

I like number 3 the best....it takes more than just the HR department to develop a successful succession plan.

All 5 are important but number 2 stands out to me because often some of the best talent is not recognized but leaders.

I think 3 and 5 go hand-in-hand. Good basic information.

Seems easy enough...

I love the idea of 360's. This is one thing our company has essentially put on hold since financial times have been more difficult. It can be expensive to administer this type of feedback for employees, especially if it's a large organization. However, I believe getting feedback from your peers can sometimes be more important than your boss. Your peers are those who interact with you everyday and can truly provide a first hand perspective.

The use of multiple forms of gaming, can produce excellent talent, and improve worklife.

Bob, My organization uses gaming to engage the public to help them understand financial concepts that many find too complex or difficult to understand. We also recently implemented gaming as part of our on-boarding process to educate and engage new employees to learn more about the functions and responsibilities of the organization. The public has embraced the concept of gaming, while its use as an on-boarding tool is receiving mixed reviews. The younger generations loves it, while many of the long-term employees don't see the value and feel it is a waste of people's time and the organization's money. It will be interesting to see if gaming is a fad or not.

My company outsourced to well being company to help employees become more engaged in lifestyle choices. Never dawned on me that the challenges or gamification was being done. I'll be forwarding this article on to others outside our group, very interesting read and informative.

Leadership related-  Not on-boarding so much. Just an interesting article.  The Book may also be good but I need to do a little more research on the author before I will say that it is or will be worth the money.  

The five keys allies to more than policing.  

I agree, practical advice that can go far in most organizations.

The articles discusses the benefits gained from a strong onboarding process. More importantly, it addresses that onboarding is not successful when it is regarded as a one or two day process. It is ongoing processes for several months.

Top companies like GE say identifying talented leaders early on, and placing them in stretch assignments, often before they think they're ready is an approach that works for them to support their growth strategies

More companies should follow similar formats when developing leaders.

Some interesting points

Fun fact - this is actually the system my organization uses. I am on system administrator on the roll out and implementation of Cornerstone into our organization. This year will be the first year our employees are setting goals in the system so next year we will actually being doing performance reviews in the technology. We currently just have a paper performance review process, so using Cornerstone will hopefully be more efficient.

Should we or shouldn't we? 

I found this to be a thought provoking article which seems to perfectly illustrate everything that can go bad with a performance review. I liked the practical approach to encourage open relationship which can provide the honest feedback we each need to address our self-improvement barriers.

"Don't scrap it, Fix it!"

Good article. I found many of these same alternatives in other reference material. And the author is correct on how many annual reviews become less productive than the daily interaction. We practice month one-on-ones at Amazon and often those feel like scripted messes instead of productive interactions, I find more practical advise in review the days problems like we had to after Saturday and the programming issue which impeded my workers for 45 minutes until an engineer could reset the robotic delivery field. Anyway, I agree that major changes need to happen before performance reviews become anywhere near as constructive as the type of conversation I had with my boss yesterday.

Succession planning is perhaps the most important job of corporate boards. Without a strong succession-planning program, companies are not prepared to fill openings created by retirements or unexpected departures, nor are they able to meet demands of the organization.

To me the importance of succession and cross-training within departments is very crucial. Yet I think still many times today people view these things as a loss of job security. Many time individuals may feel a false sense of security if they are the only person that knows how to do 'x'.

I could not agree more with your comments. I hear it on a daily basis, if I am the only one who knows this information; the organization has to keep me. Much of the fear comes from massive layoffs and reorganization-if they need the knowledge they will need me.

Looks like our options are growing all the time.

A lot of software options for talent management growth.

So true! I feel like my company is constantly going through evaluations of different technologies out there. Organizations are recognizing the need for technology more so than ever before.

Should organizations stop doing performance appraisals? Interesting arguments in favor of eliminating them or having them only for select groups.