Professional services firms suffer from a unique challenge at employee performance appraisal time… Consultants, accountants, architects and lawyers typically work on many different accounts or projects, continually moving on to new teams with different leaders. For many firms, continually moving people on to new projects under different leaders is the only possible way to operate. But the implication is that the traditional boss is missing. When it is time to give formal feedback to [...]

A leading healthcare magazine, ADVANCE for Health Information Executives has just published a feature article that highlights how one Halogen customer, Main Line Health, is using eAppraisal Healthcare to streamline its extensive employee performance appraisal process, reduce paperwork and filing, and better align with Joint Commission accreditation requirements. It’s a great read on how HR teams at healthcare organizations are dealing with increased compliance and reporting requirements including Sarbanes-Oxley legislation.

Read the entire [...]

It can be difficult for organizations to estimate how much time and money they save when implementing an employee performance and talent management solution. Issues such as saved headaches, a better post-appraisal feeling, and reviews done on time are hard to quantify in business terms.

But in a recently published article in Finance Watch (March 2, 2007), the Phoenix Children’s Hospital was able to make a great claim – Halogen’s performance review software saved [...]

Recently our company worked with industry expert David Creelman to conduct research into why employee performance and talent management matters to CEO’s. The results were fascinating.

David explored the things that keep CEOs up at night and how they related to employee performance. These include:

• Are we all pulling in the same direction?
• Are we able to change course?
• Are we falling behind the competition?
• Are we improving productivity?
• Will we hit our numbers?
• Can we keep our best employees?

It’s [...]

Many mistakes are commonly made in establishing succession planning programs. They are worth enumerating. It is also worthwhile to describe some ways to avoid these common mistakes.

Mistake 1: Assuming that Success at One Level Will Guarantee Success at Higher Levels. An individual’s success at one level is no guarantee of success at higher levels of responsibility. The reason is simple: the competencies required for success at each level are different. Hence, it is important [...]