Performance management is always a hot topic because leaders want to ensure employees are high performing and delivering business results. For many managers, performance management is a dreaded process because it’s often too complex, time consuming, and discussions are viewed as conflict conversations. While leaders understand the science of their performance management program, they often struggle with the artfulness of the process. This webinar provides participants with the knowledge of how to leverage the ‘art’ of performance management, and the tactical skills to conduct the planning, managing, assessing, and rewarding phases of the process. We layer on a generational perspective to performance management, by exploring what each generation expects and desires.
While many Supervisors and Managers understand the importance to their organization of excellent employee performance, too often they have no process for bringing this about. The PIP described in this session provides a Supervisor or Manager with a clear, straightforward and effective method of conducting a facilitated conversation with their direct reports that will help them to understand their role and how it contributes to accomplishing the company’s goals, and to be continuously improving their job performance.
An effective PIP coaching session involves an open and frank, six step discussion between each Supervisor, Manager, etc. and his/her direct reports along the following lines.
1. Review, Rapport Building and Role Clarification
2. Vision of Perfect Performance
3. Barriers and Difficulties to Excellent Performance
4. Strategies for Overcoming Barriers to Excellent Performance
5. Action Plans to Implement Strategies
6. Institutionalizing this Process - Regular Meetings
What is a breakthrough? To ClearPicture, a breakthrough is about collecting information and revealing actionable insights that lead to new ideas, programs, and processes that have a favourable impact on the organization. In the world of HR, endless breakthroughs can be achieved through 360-degree feedback programs
360-degree feedback evaluation programs are highly desirable in organizations today. However, they can be costly and difficult to develop, implement and manage. Understanding the best practices and guidelines for developing, implementing and managing 360 feedback evaluations is critical if you are interested in exploring this area.
If you are already conducting 360-degree feedback programs then the tips and strategies shared in this session will surely optimize what you are already doing and give you some new ideas to consider when approaching your own 360-degree feedback program.
The rapid pace of technology and globalization change how organizations operate, but how do people – especially our leaders – adapt? We are biologically hard-wired to resist change and avoid risk even though that hurts our performance.
But new research on brain function shows that we can actually rewire our brains to change this mindset and increase our adaptability. This webinar looks at the science and evolutionary facts behind leadership and provide specific guidance to make our people and organizations more resilient. You’ll learn:
The hidden barriers that limit our adaptability to change
How our mindset affects resilience, innovation and teamwork
The connection between mindset and success in leadership and sales
Are you evaluating a mobile solution for your company's learning needs?
Are you interested in seeing a learning and performance support tablet app in action?
Mobile Learning, or mLearning, means a lot of different things to different people. But today it is clear that mLearning involves a lot more things than just delivering eLearning on smartphones. mLearning involves a number of key factors:
- Personalized access
- Context- and location-aware content
- Proximity to point of performance
- Both formal and informal models
- Communication and collaboration
At this Demo Days session, we will present NetDimensions Talent Slate, an award-winning, native mobile learning app for iPad® and Android™ tablets.
NetDimensions Talent Slate won the Gold Award at the Brandon Hall Group 2013 Excellence in Technology Awards for Best Advance in Performance Support Technology.
At the Point of Need
NetDimensions Talent Slate is designed specifically for tablets to enable mobile learning and on-the-job performance support based on the NetDimensions Talent Suite. NetDimensions Talent Slate relies on an intuitive, search-based navigation to provide on-demand access to learning materials for online or offline use.
NetDimensions Talent Slate allows users to navigate all the mLearning content and information stored in the NetDimensions Talent Suite via an intuitive search-based interface that accesses news, courses, reference materials, competencies, training records, and other learning or talent-related information and knowledge assets.
Online & Offline Use
Search results from the NetDimensions Talent Suite are always available online and can also be tagged for offline use. This means that reference materials can be downloaded directly onto the tablet for use at the point of need, and that courses can be downloaded and then run on the tablet even when connectivity might not be readily available. Smart synchronization enables SCORM results to be synchronized with the NetDimensions Talent Suite when Internet connectivity becomes available.
NetDimensions Talent Slate provides options for device encryption as well as mobile data encryption to address requirements from different models of corporate device or BYOD management.
Attend this Demo Days session and discover how you can implement a multi-pronged mLearning strategy with a suite of mobile learning technology and software for mobile workforces in any environment.
Every action an employee takes has the opportunity to either reinforce or diminish your brand. When HR and marketing join together, employees can become brand ambassadors and ultimately help create brand distinction in the marketplace.
An organization’s employees are its best brand ambassadors. They have the power to move the organization forward and make the brand live and breathe. There are no two ways about it, engaged employees build strong brands! The benefits of a strong brand are tremendous and all the best leaders realize that strong brands are not built by the marketing department alone they need HR in order to be successful.
In this session, we will hear from Patricia Nazemetz and Will Ruch, co-authors of “HR and Marketing Power Partners,” as well as executives at top global companies who have implemented a partnership between HR and marketing and discovered the impact it has on customer loyalty, business growth, talent acquisition and retention.
Engaged employees stay put. According to Gallup’s latest Q12 meta-analysis of 1.4 million employees, the most engaged companies experience up to 65 percent lower turnover than the least engaged—that’s a huge savings of time, money, and effort. Yet with fewer than 1 in 3 employees feeling engaged, what can you do to reap those savings for yourself?
In this webinar, Achievers’ Vice President of Employee Success, Cheryl Kerrigan, explains how to retain employees with the four pillars of engagement: recognition, feedback, communication, and meaning.
You’ll also learn:
How recognition aligns employees to company goals
How lack of feedback from leadership leads to turnover
Why employees need clear communication and to have their voices heard
The important of stretch opportunities and career goals to give their work meaning
Gathering feedback and using it appropriately is essential to assessing the current state of your organization, ensuring buy-in for change, and ultimately making the improvements that will drive a breakthrough.
In the Human Resources sphere when discussing feedback we usually think of how we conduct the ‘annual employee survey’ when we gather data in an attempt to measure engagement levels across the entire organization.
Managing this process is crucial and while many organizations are collecting the data they are not applying what they learn in ways that contribute to meaningful and substantive change.
Join us as we explore the key things you should do in order to achieve breakthroughs in performance and innovation and how you can use the insights you gain to seize the opportunities for improvement.
HR Professionals everywhere want to be effective and respected for their abilities in a wide range of situations. Fit to Lead is an innovative program that helps you meet that goal.
You will know your performance, in a variety of situations, is being noticed and how you work with others determines your career growth and future promotions. Are you showing off the best version yourself? Do you ever wonder how others view you? This webinar will help you understand why being “Fit to Lead” is a program that can not only increase your Performance but enlighten you to assist your employees to also reach their full potential. Sign up for this innovative program, so you can take the steps necessary to get the recognition and job you deserve.
Performance reviews don’t work. They are disliked by managers and employees alike. They are usually poorly written and disappear as soon as they are completed. Everyone knows this but most are not going to admit it. So why do organizations still use them?
Primarily, it’s because everyone agrees that employee feedback is important, but Human Resource departments don’t always trust this exchange to happen without forcing everyone through a formal process. So they spend three months a year chasing up everyone in the organization in a system that is often measured by quantity over quality.
Reviewing the performance of your employees is not about meeting with them once or twice a year to recap the past and discuss the future. To effectively eliminate performance reviews in your organization, you must be deliberate about the management of your people.