HR Blog - HR Best Practice, Thought Leadership and HR Technology Updates

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What You Need To Know About HR 3.0

Posted by Mathew French on 9 March 2021

According to IBM's latest research about the evolution of HR, 2020 ushered in a new era of risk that requires organisations to change how they plan, create strategies, make investments, and operate their day-to-day business. This is changing how businesses engage with their customers, and in many cases, who their customers are. With diminished human contact created by events of the last 12 months, IBM proposed that in order to survive, business must now become inherently humanised. In the new world of work, organisations need to build engagement with remote employees, foster trust in uncertain times, and cultivate a resilient workforce capable of facing whatever the future may hold. How that might look in action is what HR 3.0 is all about.

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Topics: performance management, IBM, hr software, Leadership, Continuous performance management, Agile HR, Agile, HR platform, Reskilling, HR 3.0, Learning in the flow of work


Essential Strategies For Implementing Consistent, Regular Performance Feedback

Posted by Mathew French on 17 December 2019

As we've already discussed in the previous Blogs in this performance management series, transforming the performance management culture in any organisation can be a challenging undertaking. Especially if your performance management, appraisal and development systems do not support the overall business strategy of the business. You need to implement strategies and leverage HR technology to create business growth based on what your business wants to be, how it wants to be known and how work gets done. Brandon Hall Group's 2018 Research Report 'Effective Performance Management' outlines 5 essential strategies for transforming your culture through the integration of a regular and consistent performance management process, an ongoing development framework coupled with the power of Performance Management technology to facilitate these processes. In reviewing and analysing the research data gathered to produce the report, five key strategies emerged as the essential ingredients every organisation needs to develop and evolve a performance management framework that generates long-term business growth.

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Topics: performance management, Performance Management Software, Coaching for Performance, Managing performance, Performance development, Continuous performance management


From Performance Management to Performance Development

Posted by Mathew French on 3 December 2019

Most companies do not require managers to provide regular, ongoing performance coaching or feedback for their direct reports as part of their own objectives, goals or performance assessment. Instead, managers’ operational responsibilities (including budgeting, strategic planning and administrative requirements), make it difficult to prioritise human to human contact with the employees they manage. To succeed in today's business environment however, one of the few things you can be sure of is that THIS MUST CHANGE if organisations want to survive (let alone grow). If leaders want to begin re-engineering their performance management frameworks, managers must be given the resources, systems (that is Performance Management Software) and training they need to meet the new requirements for employee development and improved performance. Let's continue our exploration of why performance management still matters.

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Topics: performance management, Performance Management Software, Coaching for Performance, Managing performance, Performance development, Continuous performance management


Why Performance Management Still Matters

Posted by Mathew French on 19 November 2019

Apparently, many organisations still rely solely on an annual performance review. However, Gallup's 2018 report 'Re-Engineering Performance Management' makes it clear that workers are asking for something different. They want a coach, not a boss. They want clear expectations, accountability, a rich purpose, and most importantly, they want ongoing feedback and coaching. Because the future of work is being shaped by extraordinary changes in technology, globalisation and overwhelming information flow, how we work must also be reimagined. The process of managing performance in the workplace needs to inform, engage and inspire. The means for achieving this, according to Gallup (and many others) requires 're-engineering.' Because performance management is such a big topic, we'll explore what the future of managing performance might look like over the next few weeks and discuss how to implement such change in your organisation. First, let's look at why managing performance really does STILL matter.

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Topics: performance management, Performance Management Software, Coaching for Performance, Managing performance, Performance development, Continuous performance management, Performance appraisal


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