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What HR Can Learn from American Idol to Improve Individual, Team, and Organizational Performance

Topic:
What HR Can Learn from American Idol to Improve Individual, Team, and Organizational Performance
Date:
August 23, 2012 at 12:30 - 1:30 PM ET
Presenters:
Robert Satterwhite, Partner(The Partnering Group)
webcastImgVirtual
Description
American Idol – the Fox TV series that employs a panel of judges and the viewing public to identify the next pop sensation – represents the grandest, most public, and most fashionable performance evaluation process ever seen. American Idol’s popularity – and what separates it from similar shows of the past such as The Gong Show and Star Search – rests in part on its ability to integrate and simplify six basic elements of a successful performance appraisal process: standards, auditions, critiques, developmental suggestions, advisors, and advertisements – which, in the language of Human Resource professionals would be referred to as criteria, performance, ratings, feedback, mentors, and communication (respectively). Through the final twelve weeks, as the competition intensifies, the performance of both the singers and the show frequently improves thanks to an ongoing commitment to these six elements. Although the show’s producers have streamlined and packaged these elements to make contestants’ growth and progress appear smooth and relatively effortless, the analogy reflects what many organizations fail to understand: all six elements must be developed and integrated to achieve current and future success. This virtual session will focus on how to leverage the performance appraisal elements embodied by this smash hit to drive performance at individual, team, and organizational levels. Specifically, we will discuss 1) various criteria used to evaluate performance, including structure, format, and content; 2) the importance of opportunities to display as well as observe performance; 3) how ratings can be used to propel performance; 4) linking evaluations to feedback, action planning, and developmental resources; 5) the relationship between mentoring and performance; and 6) the significance of communication to program success.
Who Should Participate
Any HR Professional
What You Will Learn
1. How to identify performance criteria in support of organizational goals 2. How to leverage the appraisal process to increase performance 3. How to design and integrate developmental resources and other tools with the performance appraisal process 4. How to promote program transparency through communication 5. How to evaluate your program to ensure it is right for your organization
Recommended Resources
1. Handbook of Workplace Assessment (Scott & Reynolds, 2010) 2. Performance Management: Putting Research into Action (Smith & London, 2009) 3. The Human Resources Program-Evaluation Handbook (Edwards, Scott & Raju, 2003)
Communities
Human Resources Management
Leadership
Organizational Development
Performance Management
PM Metrics
Competencies
PM Assessment
Skills/Competencies
Leadership Models
Career Management
Leadership Competencies
HR Leadership
HR Audit
Integrated Talent Management
HR in Canada
Presented by
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Robert Satterwhite
The Partnering Group

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Event Sponsors
APTMetrics, Inc.
APTMetrics, Inc. is the only human resource consultancy that builds world-class talent solutions and is nationally recognized for its employment litigation support services.
File List
Feedback
Name Comment Rating
Image of Donald Sabathier Donald Sabathier
Sabathier & Associates
5 / 5
Excellent Presentation
Image of Kim Robbins Kim Robbins
Pfizer USA
5 / 5
Excellent Presentation
5 / 5
Excellent Presentation
Image of Baruch Marmor Baruch Marmor
B.M. SQA Consulting
4 / 5
Very Good Presentation
Image of Maria Gonzalez Maria Gonzalez
Sea Island Company
3 / 5
Good Presentation
Image of Brenda Kamph Brenda Kamph
Premera Blue Cross
4 / 5
Very Good Presentation
Image of Carol Lopez Carol Lopez
Prospect Education
5 / 5
Excellent Presentation
3 / 5
Good Presentation
4 / 5
Very Good Presentation
Image of Mary Kawar Mary Kawar
Walgreens Co.
3 / 5
Good Presentation
4 / 5
Very Good Presentation
Image of Jasen Lewis Jasen Lewis
Quest Diagnostics
3 / 5
Good Presentation
4 / 5
Very Good Presentation
Image of Samantha Koss, PHR Samantha Koss, PHR
APTMetrics, Inc.
5 / 5
Excellent Presentation
Image of Lilian Gorriz Lilian Gorriz
RedFrog Clotthing Co.
3 / 5
Good Presentation
Image of Tabatha Williams Tabatha Williams
Imageon Consulting
3 / 5
Good Presentation
3 / 5
Good Presentation
Image of Thalia Himes Thalia Himes
Managed Pressure Operations LLC
4 / 5
Very Good Presentation
4 / 5
Very Good Presentation
Image of Leslie S Leslie S
LCS/Locating and Consulting Specialists
3 / 5
Good Presentation
Image of Dave Gregory Dave Gregory
Inspired Performance Solutions, Inc.
Great presentation. 5 / 5
Excellent Presentation
Image of Ron Jackson Ron Jackson
Lead Training Resources Group
Great presenter. Good information. 5 / 5
Excellent Presentation
Perhaps some specific examples from companies would be helpful. 3 / 5
Good Presentation
Image of Karla Gehlen Karla Gehlen
Sterling Bank
3 / 5
Good Presentation
This approach was an innovative way to review the current way performance appraisals are viewed. 5 / 5
Excellent Presentation

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