A great process is superior to good intentions - and we should use that fact as we try to reduce bias in performance management.
What to avoid when confronted with new and challenging information.
Worried about global engagement numbers? Think again.
What remains after intense debate marked the landscape of performance management over the last five years.
An analysis of how today's HR leaders climbed to the top.
If you’re not in one or finishing one, you’re likely planning one. More than 80% of organizations say they’ve just completed or will soon start to transform their HR organization. Too often we hear that disappointment is the primary outcome of these transformations. Read why and how to prevent it.
A simple yet powerful tool to drive insights, awareness and action.
Typical competency approaches don’t help managers to accelerate development or provide employee with a guide for managing their careers. A fundamentally different solution is needed if we want to grow better talent faster.
The consistently poor execution of employee development processes is rooted in naïve optimism about how managers and employees will act.
Most companies hold talent reviews. Few execute them to their maximum benefit. Our experience conducting hundreds of talent reviews and building the process for complex global companies shows us that six factors create a successful talent review.
Companies can manufacture talent in the same way that they manufacture any other product – using a structured and disciplined production line.
How to conduct an HR audit that really matters using science-based insights and practical experience.
Large organizations now see the HR Business Partner (HRBP) as a critical role to move Human Resources from an executional department to one that adds shareholder value. And yet, so few organizations are enabling the HRBP's success or raising the bar on the standards for "great" business partnering.
CEOs are actively upgrading their CHRO talent with talent management needs driving much of that change. Board members are increasingly prominent in the process and often interview multiple candidates. Our 2017 placements at TSG Executive Search show some clear trends in who’s securing the top job.
The new year brings new goals, new challenges and new trends in the still-evolving field of talent management. We describe 5 Talent Management Trends for 2017 based on insights from HR leaders globally, our NTMN research, experiences at our clients and discussions at the Talent Management Institute
For your company to get more than its "fair share" of talent, your leaders must grow better talent faster than your competitors. We describe the six capabilities that allow them to do that.
We know that companies change faster than leaders do, and that knowledge should help us more accurately predict potential and manage our talent.
Distilling wisdom from his talent philosophy engagements with top global companies, Marc Effron updates his classic article "What's Your Talent Philosophy?" to provide case studies and specific details on implementation.
Great goal setting is the surest, clearest path to increasing your organization's performance. We show you exactly how to get there.
The ability to accurately predict potential is the Holy Grail of Human Resources – long rumored, never found. So it’s curious that Human Resource consulting firms have recently put their sales and marketing teams in overdrive to convince you that they’ve identified the genuine item.
We avoid assessing our talent practices for the same reasons that we avoid scheduling an annual physical exam. In both cases, it’s in your best interest to make sure that little aches don’t become big pains.
There’s plenty of passion and noise behind the movement to eliminate performance ratings. Now might be a good time to examine what the science and practical realities say about the validity of this approach.
In an update to the original article, Marc highlights some current challenges and distractions that prevent companies from executing performance management fundamentals.