Enabling a Collaborative Workforce around the Globe
Artificial Intelligence: The Key Unifier Between the CIO and CHRO
Driving Employee Engagement Through Purpose
Bringing HR Analytics a Bit Closer to the Business
Technology Breaks the HR Language Barrier
Gary Russo, Director Workforce Intelligence, Providence Health & Services
The Importance of Data Science in HR
Peter Bellotti, Director of Sales, Head of U.S. Office,
Where Human Resource Software is Headed in the Future
Sarath Pendyala, Head of Content Marketing, SutiSoft
Innovative and Disruptive Technologies in HR
Bala V Sathyanarayanan, EVP of Business Transformation & CHRO, Xerox
Thank you for Subscribing to CIO Applications Weekly Brief
Best Practices in Performance Management
A talented and skilled workforce is lifeblood to any organization. Companies realize the importance of having the right employee as the demand for talent escalates. An investment in performance management can tackle this challenge. Using performance management, an organization can ensure that their employees fulfill their duties, and do the best of their abilities. It can also be described as a comprehensive process starting from monitoring and devising traits to measure their progress and rewarding them for their achievements.
Human Resource professionals often struggle to find managers and employees to treat performance management as a favorable opportunity. Taking a fresh approach to feedback system can make a real difference and building a culture of open communication and constant improvement to guide theirs through professional development besides keeping everyone aligned with the company's strategy. Today's competitive environment demands employees to adjust to the continually shifting targets of the organizations.
Instead of structuring performance discussions around giving feedback training is recommended that reduces the stress reaction of HR professionals. Performance assessments and career development conversations can harness employee motivation, engagement, and retention.
Employees are individuals with a different set of talents and competencies but have to adapt to the company's expectations. For this coaching is needed. It can include examples of what has and hasn’t worked in the past and discussing how those examples relate to overall strategic goals with employees. With the advancing technology company can success and failure in real-time helping drive lessons to employees. Along with performance reviews coaching helps to focus discussions on what is needed for future success.
The idea of disconnecting formal performance evaluations and compensation decisions are counter-intuitive. Companies must associate evaluations, comparative ratings, and compensation. Top performers should get above average compensation and increases. A limitation of this approach is that there is always a limit to the available compensation budget.
Personalization for human resource personals means empowering employees to find the best way in mastering skills for fulfilling their responsibility. There are a growing number of technology solutions that can help implement flexible, personalized programs. When personalization tied closely to continuous evaluation and feedback, training plans can adapt more to changing job requirements more quickly and emerge more relevant to employees.
The mental health of employees is just as important as their physical health. Communication is the best way to create an atmosphere of understanding employees' emotional stress and more serious mental health issues and difficulties they are experiencing with their work. Feelings of isolation and loneliness in the workplace negatively impact employees' mental health. Regular check-ins with both onsite and remote employees supported social activities, and team celebrations are all cost-effective ways to keep workers feel supported and recognized.