1. Determine which performance management process you will employ to measure employee talent. As I review the chapters, and think about the process that would be best to measure employee talent, I believe that my favorite would be the 360 performance management process. So I will employ this one to measure employee talent for this assignment. It is known for providing critical on-going feedback to maximize performance in organizations. The on-going feedback helps everyone maximize their performance and in-turn maximizes the organizations performance. It allows for quick corrective action when things start to go off the rails, so managers and employees can address any issues while they are still small. While ideally managers and employees should be having conversations about performance on a regular basis, they often fail to do so except in the context of a formal employee evaluation. Enhanced automatic talent management processes can email reminders and performance journals to evaluators, managers and supervisors. With an automated talent management process it makes the performance appraisal process so much faster and easier for everyone to complete, they can also make it practical to do quarterly or semi-annual reviews instead of just annual ones. When employees know how they are doing along the way, they can make improvements along the way. The 360 degree feedback does that more frequently and broadens the feedback that employees get. When it’s an automated talent management system, the process can be made simple and practical which keeps track of every employee’s performance. We can use this data to evaluate trends and assess issues and measures the employee talent. It all ties into the employee talent management.
During budget shortfall and low profit gains, many organizations delay and/ or not value regular employee performance reviews. But actually that is the wrong time to delay evaluations and employee performance reviews because they would and should reveal your poor performers. Many do not see the true value in all the performance management process has to offer. The employee performance reviews are performance appraisals that are a critical opportunity for managers and employees to discuss performance highlights and challenges, goals and competencies, and any development needs. To perform at their best, it's critical for employees to get regular feedback on what they are doing well and areas for improvement, and to discuss skill gaps and career aspirations with their managers. This is the time when most managers and employees put plans in place to address performance gaps or expand an employee’s skills. It's one of the most effective ways to keep performance on track. Second, performance appraisals help managers and HR identify low performers and take action to improve their performance, so the company can get the most out of all its resources. Last but not least, with a well-documented history of employee performance, managers and Human Resources Professionals can more easily make critical decisions about workforce restructuring and downsizing if or when it is needed. By consulting their "history" of performance appraisals, managers can more accurately identify high and low performers, as well as employees with critical knowledge, experience and skills; and thereby know who they can afford to lay off and who they cannot.
2. Analyze the key concepts related to the talent pools and the talent review process. A first and key concept is to develop criteria you want and need in your talent pool or organizational pipeline. Develop your ideal manager lineup, and establish criteria for professional manager positions. Review past performances of employees that scored high ratings. Part of this criterion would be diversity too; the talent pool should have a heterogenic group of people from different backgrounds performing different functions. Employees who are just starting in a career or are...
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