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Introducing an Alternative to Performance Reviews - Performance Coaching

“@rbacal: Introducing an Alternative to Performance Reviews - Performance Coaching http://t.co/0BLQU1G2pC #management”
Lead The Difference's insight:

Love this individual-focused interactive & continuous improvement focused #performance review!  "This is not a pat-on-the-back program. [nor is it an OPPORTUNITY to improve program] It’s a system to help employees focus on continuous improvement." Learning, objectivity, improvement and senior leadership lead are all attributes that make this a reasonable approach for today!

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Performance Management & the Pony Express

Performance Management & the Pony Express | Human Value Realized | Scoop.it
Our feeble process for evaluating employees is badly in need of disruption.

Via Kip Michael Kelly
Lead The Difference's insight:

"evidence shows that each of us is a horribly unreliable rater of another person’s strengths and skills" EXCELLENT summation and for hitting a reset button for PM - the way we are to know the value created by humans - has reduced their value and become low touch, standardized, and subjective. Creating objective systems, supported by managers and owned by employees, will take time, courage and less management and more leadership.

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Kip Michael Kelly's curator insight, November 25, 2013 9:18 AM

"Some say that we need to rate people on their competencies because this creates 'differentiation,' a necessary practice of great companies.  Of course they are right in theory — companies need to be able to differentiate between their people.  But the practice is outdated. Differentiation cannot mean rating people on a pre-set list of competencies. These competencies are, by definition, formulaic and so they will actually serve to limit differentiation." 

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Performance Management – Breeding Thoroughbred Leaders

Performance Management – Breeding Thoroughbred Leaders | Human Value Realized | Scoop.it
There is a reason why champion horses win. It’s because they are given undivided attention. Not whipped. Champions shine because they are nurtured.
Lead The Difference's insight:

"Response to a caring guidance is markedly different from a response to a whip."  Excellent summary and key points about what performance management should be more like for those engaged in the process. 

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The Evolution of Human Capital Metrics | Ann's Social Recruiting Blog

The Evolution of Human Capital Metrics | Ann's Social Recruiting Blog | Human Value Realized | Scoop.it
Last week I was privileged enough to moderate a roundtable of HR professionals at the first Indeed.com international conference. Our topic of conversation centered on big data, HR Metrics and ROI. The participants ...
Lead The Difference's insight:

"updated definition pays homage to collaboration as an important contributor to both individual and organizational performance"We appreciate the focus on understanding talents at point of  hire and beyond with a focus on interaction with others and a readiness for taking on greater responsibility!

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Give Your Performance Management System a Review

Give Your Performance Management System a Review | Human Value Realized | Scoop.it

Research shows that there is no measurable impact on performance linked to the number of ratings people have. It seems that we need a significant rethink of how we manage performance.


Via Kenneth Mikkelsen
Lead The Difference's insight:

One could go deeper to exhaust the defining elements of these 5 tiers. The Top Performer is something to aspire to, to move the majority of organizations from poor generally. 

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What Do Employees Really Think About Performance Reviews?

What Do Employees Really Think About Performance Reviews? | Human Value Realized | Scoop.it
Here’s a secret – employees don’t hate having their performance appraised. No, indeed! They want to know how they are doing, if their efforts are meeting the needs of colleagues, … (What Do Employees Really Think About Performance Reviews?
Lead The Difference's insight:

Accuracy, fairness/equity, learning and growth focused!

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Performance management systems

Performance management systems | Human Value Realized | Scoop.it
Cutting out waste and getting the most from staff are even more vital as budgets come under pressure.
Lead The Difference's insight:

While written in 2010, this is an excellent and detailed article about some of the key aspects to desin and implementation of a Performance Management System. 

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Performance Management - Pareto (blog)

Performance Management - Pareto (blog) | Human Value Realized | Scoop.it
Pareto (blog)
Performance Management
Pareto (blog)
However, when it comes to the more complicated process of driving performance within sales teams, there is a call to take the management process to another level.
Lead The Difference's insight:

An execellent and detailed summary about what PM is supposed to be. Notes the complexity and the strategic nature...when done right! It also notes some key areas that must be 'right' to ensure success: 

"each individual should:

Know and understand what is expected of themHave the skills and ability to deliver on those expectationsBe given continual support from the organisation to develop the capacity to meet those expectations, if requiredReceive regular feedback on their performanceBe offered the chance to discuss and contribute to aims and objectives, at individual, team and company level"My experience is that frequently all 5 of these areas are nonexistent or lacking and certainly the organization's managers manging to the process must have the expectations, skills and support to implement and sustain it is correctly applied! 

- See more at: http://www.pareto.co.uk/executive-jobs/media-centre/blogs/ilYK48FH24c=#sthash.cuCXg153.dpuf

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Machines Can't Flow: The Difference Between Mechanical and Human Productivity

Machines Can't Flow: The Difference Between Mechanical and Human Productivity | Human Value Realized | Scoop.it
More output, produced faster may be great metrics for machines, but for homo sapiens, the most powerful metric is engagement.
Lead The Difference's insight:

Engaged attention and FLOW - new measures and callibration to productivity that is not based on machine methods modeled in history of managing performance. 

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5 Reasons Why Performance Management Fails

5 Reasons Why Performance Management Fails | Human Value Realized | Scoop.it
Bad performance management costs a lot and delivers little. In one organization that I was with recently, the employees so loathed the performance management approach that when it was changed they literally burnt the handbook.
Lead The Difference's insight:

In my experience working with companies and team, the link between individual performance and the organizational mission have not been connected or the connection is lost in process or scoring as this article cearly outline.
"The organization has a pithy mission statement, but employees have no idea how their everyday work contributes to it. Worse, individuals don’t see how their goals connect to their personal success"

What remains missing in this list is the fact that most performance appraisals are heavily weighted to subjective information. One person's score of another is highly subjective, even if numbers are used.

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Top 5 Talent Management KPI's

I was reading an excellent White Paper by among others Jeff Higgins from Human Capital Management Institute which is called "Top Five Metrics for Workforce Analytics". The White Paper lists five me...

Via Ashleigh Pinnell, TonyDeblauwe
Lead The Difference's insight:

This is a nice summary from a whitepaper called "Top 5 Metrics for Workplace Analytics."

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Oluwasemilogo Akinmuyiwa's curator insight, June 24, 2013 3:30 AM

Keep yourself on top of the game...This is instructive in all ways!

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Touch: The Next Frontier of Business Intelligence - Wired

Touch: The Next Frontier of Business Intelligence - Wired | Human Value Realized | Scoop.it
Wired
Touch: The Next Frontier of Business Intelligence
Wired
The dashboards, well-built, informative and good-looking, presented very few design problems and I didn't hear any of the expected misunderstandings or tensions about metadata and metrics.
Lead The Difference's insight:

Really appreciate that this article acknowledges the behavioral economy to decision-making. Gallup research notes that 70% of consumer decisions are based on emotional vs. rational information. "Even with the right data, choices are not strictly rational. I should say: my friend’s team is not irrational. They certainly did not behave irrationally. However, there was a distinct emotional undertone to their decisions."

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Give Your Performance Management System a Review - blogs.hbr.org (blog)

Give Your Performance Management System a Review - blogs.hbr.org (blog) | Human Value Realized | Scoop.it
Give Your Performance Management System a Review blogs.hbr.org (blog) Nearly every mid to large size company in the world now has some kind of performance management system, a process that in theory should help people set to achieve goals and...
Lead The Difference's insight:

"only 14% of organizations are actually happy with their performance management system as it stands, according to industry research firm CEB" Love the 5 levels of rating your own PM system! Felt it could have noted objectivity more clearly as the reason for the low performance on performance management and the disengagement. 

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Eliminating Performance Appraisals - Huffington Post

Eliminating Performance Appraisals - Huffington Post | Human Value Realized | Scoop.it
Eliminating Performance Appraisals Huffington Post Those who advocate eliminating performance appraisals don't disagree with these needs, but they point out that managers can and do this anyway, and that therefore performance appraisals are a...
Lead The Difference's insight:

While I appreciate the intent of allowing GREAT managers to just be great and 'get on with it', I'm not confident that training employees how to behave regarding appraisals or the 'other' managers on how to do them, is sustainable or value creating. MIght it be that accountability for all managers on the things that create value through their followers would ensure calibration to the great-ness? Such accountabilities would include retention of best, development or managing out of those who are objectively not hitting their individual & team defined objectives, innovation, growth, talent attraction and promotion into the organization. 

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How Managers Create High-Performance Cultures

How Managers Create High-Performance Cultures | Human Value Realized | Scoop.it
What separates the best managers from all the rest? Supervisors from the Gulf Cooperation Council region offer lessons that apply anywhere. (How Managers Create High-Performance Cultures.
Lead The Difference's insight:

We add - Individualization amidst the focus areas shared further serves to define the managers that actually do create excellence, trust & strong growth. This requires a truly collaborative interaction without hierarchy, about expectations, role definition, development and measurement to define excellence.

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Business success hinges on employee, client well-being - San Diego Source (subscription)

Business success hinges on employee, client well-being - San Diego Source (subscription) | Human Value Realized | Scoop.it
Business success hinges on employee, client well-being San Diego Source (subscription) “I think it starts with the recruiting and how you sort of communicate your values and the way you market openings in your organization,” said Natasha Arthur,...
Lead The Difference's insight:

"starts with the recruiting and how you sort of communicate your values and the way you market openings in your organization"  Excellent summary of the benefits of employee well-being and caring relationships for client - all built upon integrity and values-based leadership. 

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Social Value, Meaningful Brands, Human Capital Valuation Set New Metrics Day One Abuzz | Sustainable Brands

This week, the third annual New Metrics of Sustainable Business Conference has convened some of sustainability’s top minds to examine leading-edge work that is expanding the way business creates, quantifies and manages the value it delivers through...
Lead The Difference's insight:

"putting dollar values on human potential quantities previously invisible on corporate financial statements"Really appreciate increasing awareness and communication on realizing #humanvalue as a real asset to organizations! We must ensure business that is outside of this sustainability 'circle' also begins to understand and consider the long-term impact to their organizational value!

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Only 3 per cent of firms find performance management great value - CIPD (blog)

Only 3 per cent of firms find performance management great value - CIPD (blog) | Human Value Realized | Scoop.it
Only 3 per cent of firms find performance management great value
CIPD (blog)
Performance management provides exceptional value for just three per cent of organisations, a global survey has revealed.
Lead The Difference's insight:

Again, it all comes down to the manager. We might add that training only goes so far, especially when the 'talent to manage' is lacking or when the expectations and support systems are non-existent.

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An Employer’s Best Practice Guide to Performance Management

An Employer’s Best Practice Guide to Performance Management | Human Value Realized | Scoop.it
As much as it is an employee’s responsibility to set and work towards measureable professional targets, it is also the job of an employer or manager to help navigate their staff members through the choppy waters of professional development.
Lead The Difference's insight:

"1/4 of US workers cited their annual appraisal as the worst thing about their job"

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Make Performance Appraisals Change Friendly - Huffington Post

Make Performance Appraisals Change Friendly - Huffington Post | Human Value Realized | Scoop.it
Make Performance Appraisals Change Friendly
Huffington Post
Most performance management systems demand commitments to specific performance goals and skill growth over a specific period of time, often a year.
Lead The Difference's insight:

Excellent linkage to the shift in strategy accounting for the pace of change and need for adaptability and agility in organizations of all types.

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Does Your Performance Management System Deliver? | Strategic Human Resources Management | SHRM India

Does Your Performance Management System Deliver? | Strategic Human Resources Management | SHRM India | Human Value Realized | Scoop.it
Lead The Difference's insight:

For nearly two decades research has demonstrated that engagement is driven by who I report to. Success of PM rest here as well. Additionally, we would emphasize that if a manger creates an engaging work environment, the communication and management of perofrmance is managed within that energized, committed, environment at well. 

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The Art (and Basics) of Performance Management - TLNT.com

The Art (and Basics) of Performance Management - TLNT.com | Human Value Realized | Scoop.it
Effective performance management is the avenue for achieving organizational goals that impact the bottom line of the business. Master the skill and you will be able to create a greater …
Lead The Difference's insight:

Excellent and brief summary about objectives being a) objective (thought it could more blatantly state this to ensure understanding) and b) individually owned and designed in partnership with the manager. Amazing how SMART goals remain the best way to help support objectivity. 

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Performance Measurement: At the Heart of Performance Management – A New ... - Fort Mills Times

Performance Measurement: At the Heart of Performance Management – A New ...
Lead The Difference's insight:

Access to whitepaper that details the topic.

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Human capital to get metric treatment from CIPD - Recruiter

Human capital to get metric treatment from CIPD Recruiter The Chartered Institute of Personnel and Development (CIPD) will work with the Chartered Institute of Management Accountants (CIMA) to develop human capital metrics, the HR body's chief has...
Lead The Difference's insight:

"intangible values typically represent 60% and 75% of the market value of your company" Peter Cheese @hackmanagement. We are encouraged by movements like this and seek to ensure we follow, collaborate and disseminate informaiton and new practices in human capital management.  - See more at: http://www.recruiter.co.uk/news/2013/06/human-capital-to-get-metric-treatment-from-cipd/#sthash.9U5Qctrh.dpuf

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100 Columns and Counting: Gary Cokins on His Life in Analytics

100 Columns and Counting: Gary Cokins on His Life in Analytics | Human Value Realized | Scoop.it
Whether he s writing a letter to the CEO, pitching a new TV game show, comparing organizational roles to animal species or calling us to embrace analytics, Gary s depth of knowledge, passion for analytics and performance management and warm personality...

Via Carla Gentry CSPO
Lead The Difference's insight:

Wonderful and point hitting interview with Gary Cokins that serves to define EPS (enterprise performance management), analytics and the big picture of measurement in organizations. Key insight: integration separates those that are successful with EPS from those that apply more silod or disconnected systems. 

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Carla Gentry CSPO's curator insight, June 6, 2013 9:17 AM

Why are you passionate about the industry?

My passion for EPM and analytics is in large part due to the personal satisfaction I feel when I help others improve and add value. This assistance and guidance can be for organizations or individual employees and teams – especially those exhibiting “champion” behavior. My observation is that although it is ideal to have executive sponsorship for new projects and methods, often executives are distracted with fire-fighting and short-term priorities. I enjoy empowering champions who want to improve their organizations. I have seen the successful outcome of EPM systems I have helped implement with substantial tangible results. I get pleasure knowing I made an impact.