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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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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Insights from IMPACT 2018: What Is Talent?

Posted by Bersin insights on April 6, 2018.

The definition of talent is changing in today’s workplace, contributing to a tumultuous shift in how HR professionals manage their talent. This disruptive environment is forcing leaders all over the world to readjust their settings when it comes to attracting and nurturing talent in their organizations.
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