When making the business case for moving from paper-based appraisal to performance management software it can often be difficult to demonstrate a tangible return on investment (ROI) to those who manage the purse strings.
The FCA has made it clear that the extension of the Senior Manager and Certification regime should be about culture change rather than ‘tickbox’ compliance.
The jury is out on performance related pay, however the fact remains that many businesses have been applying it successfully for years.
How can we move away from the traditional paper-based appraisal process?
There are advantages and disadvantages to using employee performance ratings. We look at the pros and cons and common pitfalls associated with them.
Cascading objectives effectively underpins quality performance management. The aim of performance management is to align the performance of your people with the organisational goals that you want to achieve.
Performance management is the process of managing staff throughout a business year to give them the motivation, skills and focus to deliver their best.
Talent Management is a really hot topic at the moment although it could be seen as quite confusing and in some cases problematic, which is why having a talent management strategy can be vital for a business.
Employee engagement will increase with performance management processes in place
360 appraisal is an extremely hot topic in HR and performance management at the moment, and it is an increasingly common conversation we are having with our clients.
Talent management appears to have become one of those overused terms like ‘engagement’. It has made its way into the boardroom to such an extent that HR teams are now instructed to put in place a ‘talent management strategy’ without anyone really understanding what this entails.
At some point in their career most managers have the challenge of dealing with underperformers. Clearly it isn’t acceptable to get them to eat creepy crawlies in order to “Get them out of here!”
Information overload, declining staff numbers, and relentless pressure to get more from less; more than ever, our businesses need highly effective people managers.
Most of us have heard of the acronym SMART, but may well struggle with being able to write SMART objectives.
Most of us have heard of Learning and Development, but organisational development can seem a little less clear cut. Although often grouped with HR, in reality organisational development is an entirely different topic.
Research conducted on behalf of Actus by Dr Nuno Da Camara, Lecturer in HR and Organisational Behaviour at University of Southampton and CEO of ZarQuest.
