HR Solutions Limited
You know you have a good team when everything clicks – the balance of skills, a shared ethic and ambitions. If your workplace needs a revamp, then read our Top Ten Tips for building a successful team...
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The start of a new year is the ideal time to take stock of the different policies, procedures and practices within your small business. Find out how here...
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“Work smarter, not harder,” is a phrase many workers have heard throughout their careers. But what does it mean to work smart?
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Coaching can be one way to do this and can be used for a number of reasons, perhaps in achieving the goals of a particular project, developing personal skills or enhancing performance across the business.
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Read on to learn how a focus on performance management helped change the leadership mindset in a small business.
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In this months latest blog we take a look at the values of self-awareness in business and what we can do to try and develop it.
Read more…Check out this month's Top Ten Tips and learn how to help your people get the most from their development.
Read more…Check out our Top Ten Tips on how to develop great new line managers through sharing the bigger picture, sharing best practice and helping them understand their roles and responsibilities.
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Today I’m really delighted to introduce Sean Conrad a Senior Product Analyst at Halogen Software, a Certified Human Capital Strategist, and a frequent writer on the topic of employee performance management.
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Back in the 1950s academics including Likert (1959) were reporting that “Performance Review interviews as a rule are seriously deflating to employee’s sense of importance and self-worth.” Many years later and still many employees question the value of the appraisal discussion. In 2010, for example, Duncan Brown chaired the annual CIPD Performance Management conference and likewise he found that delegates questioned the “practice and quality of performance management in their organisations.”
I have worked in organisations myself where I have been tasked with ‘reviewing the performance appraisal system’ which I have done with great diligence, only to find a year later that people are still not motivated by it and view it as the ‘annual ritual.’