According to research by IBM’s Institute for Business Value and the Human Capital Institute, “Both smaller and larger companies who invest in talent management practices are more likely to outperform their industry peers.”

In principle, pay for performance programs have been around for years. In my time as an HR professional, I’ve worked on many different schemes and approaches to compensation. But it’s safe to say that in many of our experiences, pay for performance programs have failed to deliver on their promise to motivate and reward high-performing staff.

One of our team’s favorite blogs, Fistful of Talent, has started a new “Don’t Feed the Vendors” series and our very own Sean Conrad is the first blogger to appear as part of it. Way to go Sean!

A few weeks ago we shared the results of our HR’s favorite things survey, which included a section on resolutions for the coming year. As I was reflecting on my own resolutions for the coming year, I started thinking about the answers from HR in the survey – the top two resolutions were to communicate better and to be more strategic. What struck me was that every year we see similar HR resolutions.