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PERFORMANCE MANAGEMENT

Low Performers Fuel a Dangerous Downward Spiral - Performance Management

In order to come out a winner in the global talent crisis, companies must attract high performers with the skills necessary to lead the organization into the future, as well as retain high performers. Failure to take action on low performance, taking the necessary steps to bring about improved performance or move low performers on to better fitting positions or out of the organization, will greatly reduce a company’s ability to win.
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DEVELOPMENT PLANNING

Talent Management Strategies to Combat the Global Talent Crisis

Goals for 2012 are set and everyone is moving forward in the same direction (*fingers crossed*). So, let us now shift our focus to the development planning aspects of 
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PERFORMANCE MANAGEMENT

viaPeople Insight - January, 2012

Have you set the stage for high performance in 2012? The new year is well underway.  It is time to stop planning and start executing.  The question is: Have you set your team up for success?  The January, 2012 edition of viaPeople Insight contains a collection of articles aimed at helping you clarify performance goals and plan your employee performance management process for the year ahead, written by viaPeople's team of industrial organizational psychologists.
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SUCCESSION PLANNING

Who Gets the Keys: Should HR or Executives Drive the Succession Planning Process?

My clients have different needs when it comes to succession planning and sometimes these needs impact who manages the succession planning process in their companies. For example, some organizations have specific expansion plans which dictate what type of process, skills sets and leadership will be part of the initiative. Other organizations have diversity initiatives that may require a different process and leaders. Still others have board mandates requiring executive succession plans which often demand a different level of participation from the executive team.
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HR SOFTWARE

5 Tips to Realize New Year's Resolutions and Performance Goals

It’s mid-January….. have you kept your New Year’s resolutions?
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PERFORMANCE MANAGEMENT

Setting Big Performance Goals in 2012

Welcome to the first edition of the Performance Management Monthly.  As you know, employee performance management is one of the most powerful tools that we have to ensure the on-going development of employees and continuous business growth. Each month, the industrial organizational psychologists at viaPeople will recommend resources, share their insight on the latest industry trends, and offer specific suggestions for improving the execution of your performance management strategy.  Subscribe to our blog to receive the Performance Management Monthly via email each month.
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360 DEGREE FEEDBACK

Increasing Accountability with 360 Degree Performance Appraisal

360 Degree Feedback and performance appraisal is a practice proven to provide leaders with new insight that spurs learning and development.  This process has evolved in a variety of ways over the past decade, shifting from a confidential individual development activity to becoming part of the formal performance appraisal – even integrating customer feedback.
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360 DEGREE FEEDBACK

360 Degree Feedback: Really a Fatal Attraction? A Rebuttal Post.

Performance Appraisal haters have been around for quite awhile, ranting and raving about the process they claim everyone loves to hate (stay tuned for our upcoming whitepaper on this topic). New to the party though are those experts in the field who have set their targets on discounting 360 degree feedback. No talent management practice is safe when people start picking on this long-favored gem of the 90’s that still happens to be a popular and effective tool for leadership development today.
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PERFORMANCE MANAGEMENT

Social Performance Management Goes Mainstream in 2012

"Social" has transformed our world! Are we ready to go social when it comes to employee performance management?
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VIAPEOPLE INSIGHT

Happy Holidays from viaPeople, Inc.

Wishing you a wonderful holiday season!
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