Merging Performance Management and People Analytics


Posted by Kathi Enderes on October 16, 2018.

Performance management—or the abandonment of it—is a hot topic. We just launched the results of a new High-Impact Performance Management study—the results of surveying over 1,000 organizations globally, across all industries, geographies, and sizes. Many organizations feel old-fashioned and left behind in their approaches to performance management, apologizing if they have not evolved from traditional ratings or performance reviews. Yet organizations still need to make people-related decisions, and individuals need fact-based input to understand current performance and gauge development opportunities. The absence of relevant data often creates a vacuum, leaving individuals confused and organizations open to bias, subjectivity, and misinterpretation. We delved deeper into this topic in our High-Impact Performance Management study.

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Three Problems with Combining People Analytics and Performance Management, and How to Overcome Them


Posted by Kathi Enderes on October 16, 2018.

In the blog “Merging Performance Management and People Analytics,” I wrote about how combining performance management and people analytics can lead to better and more frequent data for making people decisions and evaluating performance, as well as the opportunity to embed both performance management and people analytics into the flow of work itself. Bersin research shows that combining these entities can drive increased business and workforce performance.1 The performance management software vendor Reflektive, for example, effectively integrated its performance management and people analytics efforts.2

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Forging a Path to Gr8nss in Utah


Posted by Peter DeBellis on October 11, 2018.

I have just returned from O.C. Tanner’s Influence Gr8nss conference in Park City, Utah, where I had the chance to spend some time with the lovely and talented Tim Gunn—keynote speaker, fashion consultant, and star of the hit television program Project Runway. His keynote speech on mentoring strategy was a nice cap to two days of exploring insights on creating culture—and I am happy to report that his professional assessment of my new jeans was that I “made them work!”

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A Data-Based Case for Holistic Employer Wellbeing Offerings


Posted by Peter DeBellis on October 1, 2018.

Deloitte’s 2018 Human Capital Trends report reveals compelling data regarding the importance of wellbeing offerings to employees—many organizations report a stark difference between what their employees want and what their employers actually deliver. The report identifies Well-being: A Strategy and a Responsibility as one of the top ten global human capital trends for 2018, and examines the ways in which companies can integrate their rewards offerings into a holistic wellbeing strategy to increase worker productivity and meet new social expectations.1

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Participate in Bersin’s High-Impact Employee Experience Survey Now!


Posted by Madhura Chakrabarti on September 25, 2018.

The High-Impact Employee Experience survey by Bersin is now live! The study aims to uncover:

  1. How high-performing companies recognize the power of the individual and put the employee at the center of their future organizations
  2. Aspects of employee experience that contribute to important business and talent outcomes

By participating in this survey, you will help shape what it means to create and drive compelling employee experience!

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Performance Management, Disrupted: Enabling Performance in the Flow of Work


Posted by Kathi Enderes on September 24, 2018.

Performance reviews are dead! Long live performance reviews!

This sums up the last few years’ heated discussion around reviews, ratings, and performance management (PM). I was excited by the opportunity to lead a broad industry study regarding performance management as my first priority with Bersin. I have been working on this topic for the last 20 years: in management consulting for Fortune 50 companies, as a practitioner in large organizations, and most recently in my research here at Bersin.

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Two Lessons from Day One at HR Tech


Posted by Matthew Shannon on September 12, 2018.

The end of summer marks the beginning of fall conference season for HR professionals. This week brings one of the largest annual gatherings of HR professionals and solution providers: the HR Technology Conference1 in Las Vegas (HR Tech, as it is commonly known). This year’s event takes place in a conference center the size of seven football fields! With that amount of experience and exciting new technology in one place, there is certainly a lot to learn over the course of the week. As such, the Bersin team is on hand to gather and share insights with those in attendance and those still at home. Below are two lessons about the evolving vendor landscape I took away from day one at HR Tech.

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Get Your Talent in Shape


Posted by Julie Hiipakka and Kathi Enderes on September 12, 2018.

Organizations have been speaking for years about an alphabet of talent shapes—T-shaped, M-shaped, P-shaped, E-shaped, π-shaped, and I-shaped—that can help develop company strategy and maintain a pipeline of diverse capabilities.1 If you’re unfamiliar with these talent shapes, they may be best understood as members of the following two groups:

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Strategic HR: Visa Empowers a Learning Culture in the Face of Disruption


Posted by Jeff Mike on August 30, 2018.

For years, HR has been struggling to gain a proverbial seat at the table in business strategy and organizational leadership. A convergence of factors, including technological disruption, demographic transitions, and a sustained effort by the HR community to demonstrate business impact through people, has now made that seat available. With innovation and talent at the center of many business strategies, HR finds itself not just at the table, but increasingly assuming roles of leadership.

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