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TALENT MANAGEMENT

Competency Models: One Size Does Not Fit All

The one size fits all t-shirt is supposed to be designed to fit "most" people but it really does not fit anyone very well. Just imagine if someone starting making one size fits all shoes!
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360 DEGREE FEEDBACK

Select Smart: How to Choose 360 Degree Feedback Raters.

One of the key benefits of 360 degree feedback is the ability to gain perspective from a wide variety of sources. As a result, the selection of raters for 360 degree feedback is important to ensure the acceptance of feedback and ownership over future development.
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PERFORMANCE MANAGEMENT

Take Charge of Your Performance Review

Don't be afraid to "toot your own horn."
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PERFORMANCE MANAGEMENT

If Performance Evaluation is Broken then Fix It!

A Q & A Session with CEO of viaPeople, Inc. Jim Perry.....
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SUCCESSION PLANNING

Power Saw or Utility Knife: What kind of tool is your 9 Box?

Recent discussions with several senior HR leaders and consulting partners has caused me to have a bit of concern about the use of the 9 box in the talent review and succession planning process. The 9 box can be a dynamic tool in driving the assessment and development of leaders. However, many organizations are using it in limited ways. Think about your answer to these questions: Is the 9 box chart in your company just a basic tool like the utility knife to help identify high potentials? or Is the 9 box chart a power saw that helps your company cut through subjectivity and drive the development of future leaders? The 9 box chart or talent grid is a commonly used tool for examining talent within the organization and making talent decisions. The 9 box provides perspective or a way of looking at the relationship between the performance of individuals and their potential for the future. The placement of individuals in the 9 box chart is determined by ratings of performance and potential – both based upon a 3 point scale (i.e., Low, Moderate, High).
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SUCCESSION PLANNING

Using Development Goal Setting to drive performance.

Development planning is a powerful talent management tool that is a critical part of both Performance Management and Succession Planning. Development goals can be focused on enhancing skills and competencies related to one's current role, leveraging strengths, and/or developing new capabilities for future roles. An Indvidual Development Plan (IDP) can include any or all of the following types of development goals. "Do Better" Goals - Do Better goals target skills and competencies that need to be improved to improve in one's current role. Example Do Better goals include: Become more effective at managing time Improve public speaking skills
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