Performance Management

[I will be discussing this topic with Scott Erker, SVP at DDI’s upcoming Webinar Wednesday January 29, 2014.  Register here: https://insight.ddiworld.com/webinar_agiletalentmanagement?source=sullivan ] You could accurately call me Dr. Speed because I love speed. I don’t mean the speed associated with fast cars, but instead, organizational speed. I really admire large organizations that …

This is part 1 of a series on talent management in a VUCA world. By Dr. John Sullivan As a leader in talent management, you have undoubtedly already noticed over the last decade that there has been continuous volatility and change in the business, political, social, technological, and even the …

Everyone knows that the average hiring process is less than perfect. In fact, most selection processes have high failure rates (i.e. even after months or even years of “assessment,” nearly 60 percent of the marriages in California end in divorce). So it shouldn’t be a surprise that as many as …

90% of performance appraisal processes are inadequate. –Salary.com survey In conversations with HR leaders and employees, the talent management process that suffers from the most disdain around the world is the performance appraisal. It’s one of the few processes that even the owners of the process dread. If everyone hates …

Quality of hire is always a subject of much debate.  Some argue that most of the measures in use actually measure the quality of the hiring process versus the quality of the actual hires made.  We agree that some of these  hire-quality measures are more process oriented, but one thing …

It’s hard to argue against the fact that 2009 has been a rough year for corporate recruiters. Budgets have been slashed, training has been all but eliminated, and even with reduced recruiting activity, requisition loads are still onerous. Not everyone celebrates Christmas, but as it falls at the end of …

Corporate recruiters are certainly not the most praised employees in any firm. During tough times they are laid off in numbers, and even during high growth, blame is frequently heaped upon them for not producing miracles. While external third party recruiters at least have a chance of making “big bucks,” …

Training can be measured in a variety of ways including[List (Items I-V) are in increasing order of business value]: I – Prior to training The number of people that say they need it during the needs assessment process.The number of people that sign up for it. II – At the …

Increased feedback and multi-source feedback results in a change in management behavior and an increase in performance. Theoretically, anonymous feedback is more open and honest then one-on-one feedback. The assumption is that honest feedback changes management behavior faster than restricted feedback.