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The Ultimate Talent Management Glossary

There are multitudes of HR and hiring industry terms, and many of them are similar with nuanced differences. However, when you consider all the ...
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A Step-by-Step Guide to Providing Feedback That’s Actually Valuable

The end of the year is typically associated with performance reviews — a time when you can set goals for the new year, align career ambitions with company needs, and keep individuals on track and engaged in their work. But, for many employees, the feedback they receive can be ineffective, inaccurate, and so infrequent that it’s difficult to measure whether or not these conversations are serving enough of a purpose. So how can you ensure that your end-of-year performance conversation is productive and fruitful?
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3 Areas Talent Analytics Makes a Major Impact

Data analytics have revolutionized the way we do business — Marketing executives can track customer preferences to predict behavior. CFOs can get a real-time look at different business lines to track income, costs, expenses across the organization. HR executives, too, can leverage data analytics to understand talent trends, job fit, retention efforts, and recruiting strategies. In fact, 71% of businesses cite people analytics as a high priority in their operations. Your people are your greatest asset. Specific data sets, like talent analytics, help HR executives measure and understand how to place the right people in the right roles, and inform them on how they solve their most important organizational challenges.
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Performance Review Questions to Ask Your Employees

Employee reviews require a thoughtful balance. They shouldn’t be avoided, rushed, or off-the-cuff. They deserve proper attention, care, and preparation in order to be most effective while maintaining respect and decorum between managers and individuals. Reviews are a valuable tool for performance enhancement, engagement, and productivity, but they can also serve to strengthen relationships and develop employee skills and rapport.
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