Tag Archives: Performance Management

Increase Remote Worker Performance… By Adding Personalized Performance Metrics

Measure WFH performance through performance metrics.

With few face-to-face meetings, remote workers still need feedback, so provide it through performance metrics. Yes, those working remotely no longer have the multiple opportunities to discuss any progress on their work with coworkers and managers. Fortunately, there is an alternative approach for providing feedback that may be more effective in some cases—adding personalized performance metrics for each remote worker. …

Read More »

Are You The Recruiter Of The Year? Use A Recruiter’s Scorecard To Find Out

Recruiter Scorecard to evaluate your effectiveness. Self-assessment tool to evaluate you as a recruiter.

Champions keep score! So why not conduct a year-end assessment of whether you are among the top recruiters in your organization? One of the reasons champions remain on top is that they set aside the time to conduct self-assessments periodically. So, during this late December lag in recruiting, why not act as a professional would and complete your own year-end …

Read More »

Calculate the Value of Talent

Companies are as diverse as the people who run them, but all organizations benefit by taking a systematic approach to assessing employees and attracting top talent. And it’s important to maintain your talent pool at all times, regardless of economic ups and downs. Why? It always pays, quite literally, to have talented people on board.

Read More »

Assessing Your Ability to Develop Talent

The checklist is broken down into 14 different sections, each covering a unique set of talent development processes. I. MEASURING THE RESULTS AND IMPACTS OF TALENT DEVELOPMENT World-class talent development departments include these elements and characteristics in the design of their measurement systems: 1.      ROI — The ROI  or Cost/Benefit ratio of each major development initiative is calculated and reported …

Read More »

HR Program Evaluation Template – 360° Feedback

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.

Read More »