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Goal Setting

Using OKRs as a method for goal setting and driving alignment

As HR, you know an important part of company culture is ensuring there is clarity and alignment across the board. So how can you support the company in creating alignment between individuals, teams, and overarching company objectives? One way to do so in line with the performance management process, is goal setting, using the popular methodology: OKRs.

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Performance Reviews

Getting buy-in for your new performance management system

Even if you have your own HR budget to invest in new tech, to introduce a successful change you first need to gain complete executive buy-in. If you can convince your executive team that your solution will have a positive impact on your results, they’ll “buy-in” to your plan.

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Performance Reviews

Five requirements of a performance management system, to drive adoption

Choosing the performance management system that’s right for you is never easy, particularly when it comes to driving adoption. That’s why it’s critical that your adoption plan takes into consideration people’s mindsets, and your company culture. One way of improving your chances of success is to look for a vendor that is focused on successful adoption.

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Performance Reviews

Five metrics your performance management system should be tracking

The ability to track and measure your people’s performance with hard data is a real privilege of today’s HR landscape. While it’s not really necessary to collect terabytes of data, it is critical you at least have enough information to strategize and optimize your people processes. Here are the top five metrics your performance management system should help you track.

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Performance Reviews

Three ways regular check-ins improve performance reviews

Even if your business isn’t ready to completely ditch the performance review, regular performance check-ins are a valuable addition to the performance management process. Here are a three benefits your company will experience by supplementing your review cycle with check-ins.

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Get better at work

Four key skills successful managers have in common

Managing people is a skill that comes naturally to some, while others have to work hard to master it. Being able to assess an individual’s ability to manage others successfully, is especially important from an HR perspective. To make this simpler, we have listed the 4 key things successful managers have in common so you know what to look for in your next round of interviews.

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Performance Reviews

An expert opinion on making performance reviews more valuable

Marie Gould Harper, Program Director at the American Public University shares her opinion on how HR departments can help make the performance management process more valuable for managers and employees alike by looking at team and project outcomes, not just individual performance.

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Performance Reviews

Five things to look for when searching for a performance management system

Nowadays with so many solutions in the market, it can be difficult to know what to look for. When evaluating vendors, it’s helpful to keep at least two things in mind: a picture of what your ideal performance management solution will do for your business, and building a relationship with your vendor, as you will need their support throughout the entire process.

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Performance Reviews

How to fill out a self-assessment for your performance review

The season for performance reviews is here and you’re probably wondering what you’re going to say in your self-assessment. It encourages you to think about your accomplishments, as well as areas for improvement. If you don’t know how to write a self-assessment, we’ve put together a few examples for you.

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Human Resources

Six steps to write an RFP for a performance management system

When selecting a performance management system, the difficult part is knowing which one is right for your organization’s size, culture and needs. Writing a solid request for proposal (RFP) allows you to define your objectives, gaols, budget, key stakeholders and a well-thought out timeline before going into these conversations.

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