Talent Management Blog
Ongoing talent management is the most effective, most defendable and dependable form of performance supervision. The sheer continuity and detailed input help in the recording of every facet of employee performance. The three main stages of continued work supervision are setting up of objectives and benchmarks, documentation of performance in comparison to those set parameters and finally providing feedback based on performance.
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Evaluating employees is possibly the most dreaded and unpleasant HR exercise in any organization, because of the reactions that are unleashed as a result of it. But it doesn’t have to be. It is obvious that any organization is ultimately only as good as its employees.
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A good talent management program encourages employees to aim and achieve beyond their capacities. Employee performance appraisal constitutes a major part of talent management. This involves development, goal setting and a two-way feedback that allows employees to set ambitious objectives without the fear of being criticized.
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It is important that performance appraisals do not become a tension fraught battle ground where the employee feels hunted by the manager/reviewer or the manager/reviewer does not feel like an unwilling executioner about to carry out a sentence against an innocent.
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There are five stages in a talent management program namely
- Feedback and assistance
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Annual employee performance reviews form an integral part of any organization. Performance reviews help to improve the working relationship between supervisors and their employees. Supervisors will be able to understand the challenges and strong points of their employees and adjust the work schedule accordingly. A performance review process should be a part of any companies culture. It should be thought of as a time for honest reflection on the employees performance and the companies role in their development.
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A performance review can fulfill many purposes within an organization and help to bring the management and the employees together. The positive results achieved during this process can help in promotions and wage increases while the negative ones can help in identifying training needs. A performance review also helps to document skills inventory for current and future use. After the review process both the employees and their managers can easily work towards common departmental and organizational goals.
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