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Taleo to Acquire Worldwide Compensation
Taleo has had an exclusive option to buy WWC. It has now agreed to do so.
The HR Capitalist: Role Player vs. Star: Embedded Observations From the Field...
Another important reminder that managing performance goes well beyond the systems we use to capture and document feedback. This is critical to any discussion of pay for performance.
Seriously, If You Have Ever Used a Canned Performance Appraisal You Should Be Fired | KnowHR Blog
There are certainly some managers who are better at managing than other managers. Language suggestion tools have a place in helping weaker managers provide higher quality feedback, but I think pretty much everyone would agree that this goes too far.
Confessions of a performance review convert: no pain, no gain?…no longer! « TalentedApps
Another good reminder that technology can be enabler of good talent management, but how people use it makes all of the difference.
Compensation Cafe: Seven Global Best Practice Themes for Total Rewards
Good survey stuff on total rewards and pay for performance
Compensation Cafe: Scenario Planning: Reward Design in an Uncertain World
This is important insight into how compensation management systems need to evolve. Planning is only aspect. Better modeling of scenarios and budgeting are definitely areas for improvement.
Compensation Cafe: Employees Really Want Performance Management to Work
Good thoughts on performance management and links to related research.
Compensation Cafe: Focus on Your Company’s “Sweet Spot” to get Performance Management Program Results!
Very good advice on making the most of talent management software investments.
Compensation Cafe: The Secret to Effective Performance Management
The intro says it all: "Effective performance management is not the result of a well-written review form, or even an expensive software solution. These are tools that can help, but they won’t magically make all of your managers experts at delivering performance feedback."
EasyReviews - Free Performance Review Software by SuccessFactors
Another example of free talent management solution (in addition to SmartRecruiters, OpenApplicant - Recruiting, and Geo On-Demand - Learning).
Improving and innovating performance management ~ HR to HR 2.0 and HCM
This is a really good post (and links) about performance management. I do not think there is a one size fits all answer. Performance reviews can serve many purposes. It is important to understand what you want to impact (or not impact if you choose not to do them) and then make sure you align your strategy, processes, and technology to help achieve it.
Knowledge Infusion Center of Excellence: Talent Management Forum: Taming
Good practice suggestions for goal management.
Goals Gone Wild - Human Resource Executive Online - Story
Thought provoking research about the dangers of goal setting. It reinforces the point that a company can have the best process and technology for performance management and get terrible (even dangerous) results if they do not set the right kinds of goals.
KnowHR Blog » Blog Archive » You Can’t Get Comp Right If Performance Management Is a Mess
It is especially important right now to get compensation right and performance is key (at least in most instances).
reportonbusiness.com: The just-in-time performance review
Interesting thoughts on performance reviews from Don Tapscott.
Gen-Probe Proves Companies can With Through People | Performance and Talent Management Blog
Interesting case study for performance management.
What Exactly Are Talent Calibration Sessions Versus Talent Reviews?
This is a good intro to calibration as it relates to Employee Performance Management and Succession Planning
SaaS's Impact on Human Capital Management
Subscription Required: I just published this note on the adoption of SaaS in HCM. I have also add the link to the My Gartner Research page with a little more description.
Naomi Alderman doesn't see much point in the dreaded employment appraisal | Comment is free | The Guardian
From my fellow Gartner analyst, Thomas Otter, a refreshing post that hits the nail on the head. You can have the best process and systems for performance management, but it is really about the quality of the conversation.
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