ecademy

Talent Management Challenges In Ordinary Businesses

Talent management features at almost every HR and executive conference, but most of the solutions are those that are targeted at the big multi nationals. But what about the “ordinary” businesses that you and I work for?

This graphic shows some interesting and thought provoking ideas. I am not going to suggest that this graphic shows “best practice” – because it does not. for example it highlights research that shows in performance reviews a 5 point scale is most common – and yet it is the most ineffective scale!

Background to the research

In conducting this research, The Kapta team held detailed interviews with Human Resources leaders and managers in their target market: organizations with fewer than 500 employees. They took data from 110 HR vice presidents, directors, and managers from across the US and across the globe.

Total number of interviews: 110
Time: July 2011 to March 2012

Performance Review Process

15 percent of the organizations we talked to do not conduct formal performance reviews.

The main benefits cited of doing frequent performance reviews were:

Encourage more dialogue between managers and employees
Better tracks the dynamic nature of business
Allows managers and HR to identify performance issues more quickly

Not doing reviews is not a bad thing, its just that the 15% did not keep a paper trail! – something i have been saying for a long time – in most organizations, formal performance review systems are there because of management failure to manage. take the system away, safe time & energy, and at the same time focus on great management skills – getting results from people – not processes!

Goal Setting

The worrying thing for me was that just 47 percent of companies allow managers to “cascade” goals to employees.
How can staff perform if they cannot see HOW they are contributing?