Though not everyone will agree with Sam Culbert’s article in the Wall Street Journal on employee performance reviews, I think it makes some good points. The old way of giving employees feedback once a year in a rather arbitrary, top-down way just isn’t effective. And annual performance appraisal conversations can be skewed by our motivations.

It seems that December has snuck right up on us this year! And while we’re all getting ready for the holidays, I wanted to share one of my absolute favorite things about the month of December. Each year we do a survey of HR’s Favorite Things, which always turns out to be as fun to work on as it is to fill in.

This is part three of my series on the Six Aims set out by the Institute of Medicine and supported by the AHA. Today I’d like to review talent management’s impact on patient centeredness.

The IOM definition of Patient Centeredness is a focus on the patient’s experience of illness and health care, and the systems that work or fail to meet the individual patient’s needs.

According to research by Bersin & Associates, more than 25% of Learning and Development managers have made integrating performance management with learning goals one of their top priorities.

Frankly, I’m surprised the number is that low. For years, learning and development practitioners have been talking about performance based learning, and measuring the value of training in terms of improved performance. The problem is, until recently, there was really no practical way to track those performance improvements over time. Testing for knowledge or skills at the end of the training was about as far as measurement went.