In our first article of a three-part series on performance appraisals, we discuss HR’s three wishes  this holiday season when it comes to performance reviews. The second article provides insight and tips to help managers prepare for performance appraisal meetings with employees.

In this final post of the series, we take a look at how employees can take a proactive approach to the performance review process as a way to ensure [...]

Today I’m kicking off a three-part series on performance appraisals from the perspective of HR, managers and employees. It’s the perfect time of year for all of these groups to give some thought to their role in the appraisal process as they complete 2010 reviews, and to think ahead on how to change things up in 2011. 

I speak with HR professionals every day about their talent management processes, and I hear a lot about their “pains” [...]

Developing great teachers and leaders is a key mandate of the U.S. government’s Race to the Top program. This stimulus program rewards States that have demonstrated success in raising student achievement and have the best plans to accelerate their reforms in the future.

Improving teacher and principal effectiveness using a pay for performance evaluation model is one program criteria garnering fierce debate among educators.

However, research from noted expert, author and professor Dr. James Stronge [...]

New offering enables hospitality organizations to increase focus on employee performance and development in support of business goals

Chicago, IL (HR Technology Conference & Expo), September 29, 2010 – Halogen Software today announced a new talent management solution that makes it easier for hospitality companies to support a culture of high performance, ongoing development and commitment to high-quality service – all while saving significant time and money. Halogen’s Talent Management Suite for Hospitality is [...]

A recent survey from Kelly Services found that more than half of all Americans surveyed believe they would be more productive if they had greater interest in the companies that employ them, through benefits such as profit sharing. In previous posts, we’ve established the many benefits pay for performance programs provide when they are done well, but this survey helps to clarify who pay for performance matters to and why.