A common challenge in performance management is emphasizing performance and leaving potential to the wayside, chalking it up as a derivative of performance.
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Topic: Measurement and Analytics
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Let’s take a moment to pause and reflect on those insights and inspirations by reviewing some of the most-read content of 2018.
Here are some strategies to set your L&D team on the path to data independence, from metrics selection to goal-setting to scaling the process with the right tools.
In theory, performance management is the perfect alignment of people and skill sets with the company’s strategic direction. It usually starts with big ideas about what the company wants to accomplish in the upcoming fiscal year, then cascades down.
There’s a better way to demonstrate the value of coaching. It starts with a disciplined approach to defining and measuring the success of each engagement.
A typical performance management process could be substantially improved by the use of personality assessments.
Sales performance management is often viewed as a combination of careful incentive design and reliance on sales managers to be role models and coaches.
How can organizations measure leadership development when leadership looks different from leader to leader and is applied differently from team to team? A more universal, measurable metric is leadership self-efficacy.
Competency modeling is an approach that methodically and iteratively hones in on the hard and soft skills that differentiate high performers, that link to the organization’s strategic goals and that reflect the values of the company.
The ability to understand, analyze and apply data is essential to roles across training and HR teams. Unfortunately, there is evidence that this skill – known as data literacy – is lacking not just in HR and L&D but across the organization.