Talent and Performance Development
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Talent and Performance Development
Making sense of performance and talent development systems to create & sustain high performance in organizations. For the BEST of the BEST curated news in performance, change, agile learning, innovation, motivation, social media and careers, SUBSCRIBE to Reveln.com/Tools/
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Scooped by Deb Nystrom, REVELN
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Choice about Performance Feedback is Powerful! A 2014 Top Product Winner: Skillrater.com

Choice about Performance Feedback is Powerful! A 2014 Top Product Winner: Skillrater.com | Talent and Performance Development | Scoop.it

     

What It Is:   Skillrater.com is a cloud-based performance-feedback tool that incorporates social networking and collaboration. It is designed to encourage employees, leaders, teams and organizations to collaborate and help each other improve over time. After completing any work activity, an employee can request a rating from a supervisor, peer, client or customer.   ….Skillrater's feedback is provided in the form of one-to-five ratings on day-to-day activities. 

    

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Employees are empowered to take control of their own development and advancement...so their good work gets noticed. 

   

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[Technology]:  Skillrater can also plug in to complement any integrated talent-management suite, such as Oracle Talent Cloud or SuccessFactors, or can be used as a stand-alone solution. It can also be used to help determine a return-on-investment in leadership-development programs and tracking talent data for various HR developmental and organizational initiatives.
     

Why We Like It: ...the ability to import LinkedIn profiles into the system were...highly valued by our team of judges... [W]e also liked that Skillrater enables employees to request feedback on their own work.

      

Employees are empowered to take control of their own development and advancement, and your most ambitious employees will want to request ratings often so their good work gets noticed. 

     

......we especially like how the product easily enables raters to include a positive, reinforcing message into a rating before delivering a critique. 

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    Deb Nystrom, REVELN's insight:

    This tool can be used to shift the conversation about performance to ***conversation*** about performance, rather than inspection, monitoring, and all that industrial age stuff that continues to plague performance management systems.

    I talked with Louis Carter today about Skillrater, and learned I was one of the first to comment on this new technology last year.   As of this posting, I'm interested in testing this product in an organization ready to update to more modern, less inspection-oriented performance support, focused on appreciation and encouragement, using ratios such as 5 to 1, positive to critique [disclosure.] 
       
    The 5 to 1 feedback ratio is based on research from the Positive Organizational Scholarship folks including the Univ. of Michigan Ross Business School.  A video describing how Skillrater works is here.   Lou's press release about Skillrater winning the 2014 award is here.
           
    If you'd like to have a conversation about trying out SkillRater with the perspective of a seasoned, Whole System Transformation (WST) and organization development consultant/coach like me, contact me here.  Thanks!   ~  Deb Nystrom, REVELN.com

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    Talent Management and Health System Performance: 16 Findings & the Bottom Line

    Talent Management and Health System Performance: 16 Findings & the Bottom Line | Talent and Performance Development | Scoop.it
    Here are 16 statistics on the link between talent management and other realms of healthcare organizations' performance.


    While these initiatives may sound soft in the business sense of healthcare, they do seem to affect health systems' financial, clinical and workforce performance, according to a whitepaper from Witt/Kieffer. 


    Results from the Healthcare Talent Management Survey 2012 are based on responses from 142 executives, mostly chief human resource officers (61) and vice presidents of human resources (43). Organizations represented in the survey mostly consisted of multi-hospital health systems (113).

    The "success factors" of talent management include:

    • top management team support,
    • performance management processes,
    • talent assessment practices,
    • leadership development culture (or the process for designating and promoting high potential employees),
    • pay practices (such as using incentive pay for talent management) and onboard programs or practices for new leaders. 
    Deb Nystrom, REVELN's insight:

    People systems DO affect the bottom line!  Heh.  ~  Deb

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    Out of the Chaos: Talent and Performance Management Meets HCM with a Cool Tablet Tool

    Out of the Chaos:  Talent and Performance Management Meets HCM with a Cool Tablet Tool | Talent and Performance Development | Scoop.it

    The biggest miss for most organizations in the previous chaos was the connection between their workforce management, payroll, or HCM systems and their recruiting, succession, development, and planning processes.


     ...the ability to physically integrate a series of talent management processes on a proprietary but open platform device is potentially (bold mine, DN) a game-changer, 


    At its annual customer forum this week, Ceridian  ...threw its hat into the integrated talent management ring, and from a strong position. ...Ceridian is rolling out more strategic, less transactional modules over the next couple of years, including succession planning, compensation and rewards, and performance management.


    Related posts by Deb:

        
       


    Deb Nystrom, REVELN's insight:

    Systems are developing to a higher level than just record keeping & financials.  Analytics lessons from social media, e.g. Google, Facebook and YouTube analytics, have paved a path to get good as well as in-depth (Google) information, data input tools (devices) and data feedback to people.


    IS this a GOOD thing?  Welll....  It may simply be the same old, same old repackaged into a shiny app on a tablet.  Success Factors is the partnership with Ceridian on the tool. 

    The video on Ceridian's website features their payroll & timekeeping functions mainly.  It's pretty spiffy, for that. ~  D

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    The SILOS: Integrated Talent Management, What Is It and Why Should You Want It?

    The SILOS:  Integrated Talent Management, What Is It and Why Should You Want It? | Talent and Performance Development | Scoop.it

    "Start with three (3) well-intended but ineffective scenarios of siloed talent management.  Add in, organizations are still struggling to understand what integrated talent management is."


    Elements 

    • Talent Management Processes Are Aligned to the Talent Strategy
    • Talent Management Processes Share Inputs and Outputs 
    • Competency Model as a Common Language
    • Technology Enablement for Talent Management
    • Change Management as a Foundation

    Deb Nystrom, REVELN's insight:

    Integrated lessons being learned here:  Do-able?   Any take-aways for smaller organization looking to avoid performance and talent snafus in building their systems? ~  Deb

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    Maya Mathias's curator insight, June 8, 2013 8:00 PM

    If talent management is silo-ed, no wonder our workflow and throughput is too.  Organizations need to speak the same talent management language, and align their hiring/training/rewarding/firing goals with overall corporate strategy.  If a big organization like GE can do it (based on popular literature), there's no excuse for the rest of us!

    Deb Nystrom, REVELN's comment, August 5, 2013 12:18 AM
    Getting the language clear (well-defined, accessible) helps a great deal, as well as seeing who is doing it well. Thanks for the comment Maya