eBook & strategy manual for leveraging Employee Performance Management in your organization.
Does your organization consider Employee Performance Management a laborious, tactical annual practice, or is it a strategic, business-critical cycle? Maybe it’s time to reassess. Now more than ever, HR professionals like you are tasked with optimizing Employee Performance Management processes across the board to ensure the most efficient use of corporate resources. Employee Performance Management has the power to accelerate time-to-revenue, reduce risks, and help your organization proactively address threats and opportunities.
What you will learn:
How to derive real value from Employee Performance Management
How HR can help align an organization’s goals &
Best practices for successful competency management &
Five costly succession planning errors to avoid &
How to manage compensation during the economic crunch
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Know in 10 minutes what it takes others hours, and keep up with the latest trends in your industry.
In this summary you will learn:
- Seven approaches that effective people take to attain fulfillment
- How to build your character and shape your life more deliberately
Why you should read The 7 Habits of Highly Effective People
This book was a publishing phenomenon in the early 1990s, and it deserved to be. Stephen R. Covey managed to repackage an ethical and moral tradition thousands of years in development and make it meaningful to a late twentieth century, secular audience. Most of what you find in this book you will find in Aristotle, Cicero, Benedict, Tillotson and their heirs. Covey adds a few references to psychology, a twentieth century science, and many to Viktor Frankl, a sage of the Holocaust. Covey wraps the mix in a distinctively American can-do program of easy-looking steps calling, mostly, for self-discipline. The result is a quite worthwhile, useful manual for self-improvement. getAbstract.com believes most readers can learn something useful from this book, though some will find the style too familiar and easy-going, and the prescriptions easier to agree with than to act upon, much less adopt as habits.
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Know in 10 minutes what it takes others hours, and keep up with the latest trends in your industry.
In this summary you will learn:
- How to use the eight steps of successful organizational change
- How leading companies have implemented these steps
- What not to do
Why you should read The Heart of Change
By interviewing 400 individuals from 130 businesses to get their change sagas, authors John P. Kotter and Dan S. Cohen further anchor the fresh approach to organizational change that Kotter presented in Leading Change (1996). Their main insight: organizations change when their people change. And, people change for emotional reasons. Some readers may think that the emphasis on feelings is “soft” or even “distracting,” but the authors warn against relying on spreadsheets or reports to promote transformation. They insist that the best way to engage the emotions is not to “tell” but to “show” - in videos, displays or even office design. The visual sense, they point out, processes enormous amounts of complex information instantly. At the end of each chapter, the authors include useful, modestly titled, “Exercises That Might Help.” With appreciation for that level of detail, getAbstract.com recommends this illuminating book. Kotter has presented his eight-step change model before, but this practical, compact work demonstrates - with plainspoken stories of real-life managers and companies - how it functions. Thus the form of the book - “showing” - exactly replicates its main point.
About the Authors
John P. Kotter has taught at the Harvard Business School since 1972 and has written numerous articles and books including the award-winning Leading Change (1996). Dan S. Cohen, a principal with Deloitte Consulting, heads the firm’s Global Energy Change Leadership practice and developed its Global Change Leadership Methodology. He lectures widely about organizational behavior.
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Find out how you can achieve Best-in-Class results. Access Your Complimentary Copy Today. This 9 Value Offer Expires 4/3/2009.
Engaging employees early in their career with a new company is essential to employee satisfaction, retention, and performance. Onboarding made its mark within talent management in 2008, and data collected by Aberdeen in December 2008 and January 2009 from more than 600 HR, talent management, and line of business managers shows that onboarding is poised to make significant strategic gains again this year. The data and analysis in this 2009 onboarding study will provide organizations with the means to benchmark their performance against peers as well as improve onboarding performance over the coming year.
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Find out how you can achieve Best-in-Class results. Access Your Complimentary Copy Today. This 9 Value Offer Expires 4/3/2009.
With the nation facing the toughest economic times since The Great Depression, enterprises are being forced to reevaluate their current labor needs and implement alternative workforce strategies to effectively drive performance without sacrificing time, cost, or quality. Contract labor, also known as contingent or temporary labor, is a multi-faceted category known for its complexity. Improper management of contract labor has many consequences, including inflated costs, failure to achieve desirable performance from contract-staffed projects, and non-compliance to internal and regulatory policies.
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Explore the market trends driving the need for talent management and the business practices that support the talent supply chain.
Discover how managing the talent supply chain can help professional services providers realize a competitive advantage.
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Learn key processes within talent supply chain management and see how small improvements to those processes can significantly affect the overall performance of an organization.
Discover how implementing an integrated talent supply chain management environment can help professional services providers enhance revenues by improving delivery performance and speeding client response. Learn how you can improve talent productivity at lower costs and improve service.
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Learn why talent is the key issue for businesses worldwide and a central strategy in any economic season.
Learn the relationship between talent management strategies, processes and practices, and the advantages that can be gained by organizations coping with an economic downturn. Citing historical data and demographics, this paper dispels misconceptions that HR’s focus is narrowed when markets decline.
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Learn why Gartner has positioned Taleo in the Leaders Quadrant for their completeness of vision and strong ability to execute.
E-recruitment systems leverage Internet technology to match candidates to jobs. Comprehensive e-recruitment systems address six major areas:
- Workforce planning
- Requisitioning
- Candidate acquisition
- Compliance Programs guidelines for an Internet Applicant tracking
- Onboarding Reporting/analytics
- The Gartner Magic Quadrant gathered data from customers about their experiences on e-recruitment systems.
Read this report to find out why Taleo was selected as a leader.
Prepared by Gartner, Inc.; Sponsored by Taleo.
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Find out how leading companies are putting succession into practice to benefit both the organization and the individual.
Technologies and processes can help you meet the challenges of succession uncertainty including vacancy, transition, readiness, and portfolio risks by applying core elements of succession planning.
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