Performance Management Sample Comments
Below are examples of comments that would support individual ratings. These are generic in nature and examples only. Performance comments should be tailored to the individual employee and be based on the employee’s individual performance expectations. ANALYTICAL THINKING – The quality and quantity of work produced by the employee. Poor: • Has made frequent errors that […]
Why Job Roles Matter
For most organizations, getting your existing employees to fit into a specific role can be a tough task, especially when the employee isn’t happy with their current position. It’s often the result assigning someone based on skills rather than the job itself. Typically, organizations looking to find someone for a position tend to look for […]
How to Design a Succession Planning Template
Succession planning is a critical process for ensuring the long-term success of any organization. It is the job of HR to work with their boards of directors in order to create and maintain a proper succession plan. While there are many templates out there, it’s always best to design your own to ensure that your […]
Mapping Employee Certifications to Skills and Proficiency Levels – Why This Can’t Be Overlooked
Most people today have started to understand the importance of getting certifications and completing courses. However, not everyone realizes the difference between attaining certifications and doing courses for upskilling—and doing it all for maintaining a certain proficiency level. In this article, we’ll take a closer look at what it means to have certifications and how you can use them to map out your employees’ proficiency levels.
The Importance of Job Architectures in Achieving Pay Equality
Companies have always had a hard time determining the right approach for designing a job architecture that supports pay equality, and diversity. It’s a complicated process when you have to ensure you hire and develop the right talent, adhere to diversity measures, all while making sure you’ve achieved pay equality.
How to Identify High-Potential Employees
Unfortunately, many organizations don’t feel they have enough high-potential successors to replace employees in key positions — and high-potential employees are viable to an organization’s success in the long term.
Why Succession Plans Fail
Many large businesses and enterprises typically plan for the foreseeable future to avoid any stoppages and interruptions in business operations. As a result, they tend to have contingencies to ensure operations run smoothly. Despite that, most large companies still struggle with succession plans, often ending up rushing them or undermining them.
Ten Ways to Boost Internal Talent Mobility
We all know that mobilizing internal talent is beneficial. After all, you’ve already invested heavily in your employees – why not maximize that investment, and reduce costs by cutting reliance on external recruitment?
Why You Should Hire Internal Candidates
Companies are competing for talent at a higher rate than ever before, and an internal candidate hiring system can help combat talent shortages. There are a number of advantages of choosing an internal candidate over an external candidate.
Why Your Hiring Freeze Shouldn’t Scare You
Due to hiring freezes, a large number of companies have been abruptly limited to their existing talent pools to staff projects and fill skill gaps. However, we don’t think that should scare you. Instead, if you focus your energy on the optimizing your existing workforce, you can overcome these obstacles and set yourself up for success in the long-run.
How to Upskill Team Members (and Why Your LMS Isn’t Delivering)
Making the most of your team today is especially important, considering the fact that most companies can’t add to their workforce due to the current pandemic. This hiring freeze could cause a vital skills gap, since hiring managers are unable to bring in people to fill those gaps. In light of this, the most efficient solution is to upskill team members and invest in their development.
Internal Recruitment: What is it and how do you enable it in your organization?
For many years, HR has relied on sourcing external candidates to fill job openings within their organization.However, we are in a different reality today than we were even two months ago. While hiring plans are placed on hold in the current pandemic, organizational skills gaps still exist. In this uncertain environment, many organizations are looking towards internal recruitment to address their needs.
COVID-19: How Can HR Face the Challenge?
It’s clear that the Coronavirus pandemic, or COVID-19, is going to be around for a while and is already changing pretty much everything. It’s affecting not only how work gets done, but it’s also profoundly affecting your employees on a deeply personal level.It’s critical that your teams feel safe, valued, and connected at such a critical time. So how can HR leaders help their business thrive?
Why Every Employee Needs a Career Path
There are good reasons that most organizations have struggled to help employees see their development and progression opportunities. Too many people, too many jobs, not enough HR team members. And so, most organizations either focus on high potential employees, employees from new acquisitions or groups in crisis.
Taking the Right Approach to Developing Critical Skills
Gartner’s 2020 Future of HR Survey names building critical skills as the #1 priority – together with addressing internal skills gaps. To identify the skills your organization needs, Gartner recommends a ‘’market driven, predictive approach’’. This requires both an understanding of the trends in your specific sector, together with a skills audit to gain an accurate picture of the skills your business needs to grow and remain competitive.
Getting Started with a Competency-Based Skills Audit
A competency-based skills audit helps establish a clear understanding of the skills available and required for each role, and unlocks the potential for growth, development and mobility already available in your company.
How to Make the Future of Work Human-Centered
The shape and nature of work is changing, forcing employers to re-examine the role of humans in the workforce. By 2030, it is predicted that as many as 30% of today’s jobs will be lost to automation.
As businesses begin to evaluate the impact of this disruption, one thing is clear. Everything we have become familiar with relating to the workplace is undergoing a shift and talent management cannot continue to live within its own silo. Your employees must become the focal point for corporate strategies in 2020 if businesses are to effectively respond to such radical change.
How to Create Effective Skills Training with Career Pathing
As the ‘future of work’ begins to assume a more defined shape, the majority of employers are leaning towards training of their existing talent, rather than hiring, but skills development is not moving fast enough to keep up with demand. Ongoing upskilling and reskilling can help to offset the impact on your workforce from these fundamental changes. Understanding which training methods are the most effective for new skills acquisition is therefore paramount.
Reskilling and Upskilling: A Strategic Response to Changing Skill Demands
The 2018 Future of Jobs Report from the World Economic Forum predicts that 75 million jobs will be displaced by 2022 in 20 major economies. At the same time, 133 million new roles are expected to be created, driven by advances in technology and continuous digital transformation.
As demand for new capabilities gathers pace, reskilling and upskilling can enable your organization to develop the skills needed to remain competitive.
Talent Mobility: Why it Matters to the Future of Your Organization
Talent mobility was identified as a key emerging trend in Deloitte’s 2019 Human Capital Trends Survey and has already been embraced by best-in-class, high performance organizations who understand the value of developing a culture focused on their people. For companies new to talent mobility, it is rapidly becoming a priority for 2019 and beyond. But what is it and why is it so critical to your organization’s future success?
How To Maximize Employee Potential
As an employer, do you really know what motivates your employees? What would help you to improve your staff retention levels and enable everyone in your organization to maximize their potential?
Millennials: Moving Up or Moving On
Millennials have grown up in a fast moving, ‘on-demand’ culture. Their expectations are high and they are impatient for success and accelerated career advancement. Moving up in their career is at the top of their agenda and it must be on yours too as their employer if you are to prevent them from moving on.
What Reasons Are You Giving Your Employees To Stay?
In 2018, workers left their jobs at the highest rate since 2001, a trend that is continuing in 2019. The latest figures from the Bureau of Labor Statistics show that quit rates are fairly consistent at 2.3% (or 3.5 million employees) each month. At the same time, new jobs are being added to the economy every month – 263,000 were recorded in April, exceeding all forecasts and making staff retention the focus for 2019. But as employers scramble to recruit new talent or simply hold on to the people they have, they are missing one vital piece of the jigsaw.
Employee Development: From Perception to Reality
Employee engagement surveys are an indicator of how emotionally committed your employees are to your organization – and to their jobs. Ideally the results of your survey should reflect an organization that is perceived as invested in the development of its employees. But while that may be the perception it is often not the reality for most organizations.
What Employees Really Want From Their Managers
Employees don’t quit organizations, they quit managers. It’s a frequently made claim but one that today’s organizations cannot afford to ignore. Repeated studies show that poor management performance is a major reason people leave their jobs. In fact, employees who rate their line manager’s performance as poor are four times more likely to be job hunting – and 40% are likely to have interviewed for a new job in the last month.
Implementing successful talent retention strategies is a problem that most organizations are all too familiar with, but your leadership has a significant role to play.
The Missing Step to a High Performance Culture
Creating a high performance culture is the goal of all organizations and that begins with successful talent management. But most employers overlook one of the key steps to achieving this aim, that is, the importance of defining roles and competencies.
The Symptoms of an Employee Without Career Opportunities
A number of behavioral symptoms present themselves when your employees feel there is no career progression or long-term career path open to them. A fall in productivity is one of the most obvious but others include inattention to detail, and printing of past performance reviews to use as reference for their next job.
Overcoming the Three Obstacles to Employee Empowerment
As the skills shortage continues, employers are looking for new and innovative ways to encourage higher engagement and motivation among their staff.
Most HR professionals are all too aware that their employees become disengaged and unhappy if they feel they are performing repetitive and monotonous tasks each day. Low engagement levels impact employee productivity and your organization’s attrition levels may rise as a result.
Closing Skill Gaps During Tech Disruption
Adapting to the evolving demands of technology is a priority for many organizations in 2019 but the tech skills shortage is making it harder for companies to achieve this goal. Technological disruption is driving this talent crisis, forcing employers to re-evaluate their talent management strategies.
The Hidden Risks of Non-compliance in Your Employee Certifications
Employee certifications are an essential part of the modern workplace and vital for compliance. While ensuring your employees are appropriately qualified to do their jobs may seem straightforward, keeping track of the status of their relevant certifications can be a challenge for many employers – and one that can be easily overlooked.