Halogen Software White Papers | Employee Performance and Talent Management Solutions


	Managing Employee Performance Through the Down Cycle: Applying Performance Management Technology Creelman Research Performance management systems, when put on-line, provide at least three powerful tools for CEOs managing through a downturn: Better Decisions: Better insight into individual performance helps you make informed decisions More Maneuverability: Improved ability to manage goals allows your organization to change directions faster Tighter Control: An opportunity to tighten the reins so that everyone remains strictly on track. It’s not surprising that employee performance management software would be important in a downturn. A 2006 study by CedarCrestone showed that companies who use performance management software have higher operating income growth. Anything that can positively affect income is a coveted advantage in a downturn.



	The Keys to the Boardroom: Helping HR Drive Strategy in the Mid Market Enterprise Human Capital Institute Learn how leading mid-market organizations have quickly and easily implemented employee performance and talent management systems and realized a return on investment by tying HR programs to business objectives. See how their HR departments were able to break free of administrative shackles and take on an active role in driving organizational strategy and shaping organizational culture.



	Accountability - Effective Managers Go First! David Maister From his book Strategy and the Fat Smoker, David Maister discusses how employee feedback systems, from multi rater evaluations to face to face feedback, help “managers go first” in becoming accountable for their performance, development and success. The rewards for implementing these systems are significant because as managers improve, so does the firm as a whole.



	Transforming Employee Performance Management: A Case Study on O’Sullivan Creel IDC This IDC study investigates how O’Sullivan Creel, LLP leveraged an off-the-shelf employee performance management solution from Halogen Software to improve the speed and quality of its employee appraisal process, centralize the results to enable tracking and reporting, and launch a training and development program to provide an improved learning environment for its employees. The study provides insight into the key drivers that led O’Sullivan Creel to pursue an employee performance management solution, the decision criteria used for choosing Halogen, and the key findings from the implementation.



	Selecting the Right Deployment Option for Employee Performance and Talent Management Systems The Factpoint Group This white paper is designed for organizations that are considering employee performance and talent management software either as a hosted service (On-Demand) or installed on their own premises (On- Premise). This document also will be useful to companies that have outgrown their On-Demand offering and want explore an On-Premise solution, or vice versa. It addresses issues that should be discussed with the company’s IT department and outlines a decision-making framework to help companies decide which delivery option suits them best.



	Ten Key Steps to Effective Succession Planning William J. Rothwell, Ph.D., SPHR This white paper provides a starting point to help decision-makers and HR practitioners alike contemplate the ins and outs of a practical succession planning program.



	The Integration of Performance Management and Corporate Learning and Development Bersin & Associates Almost three years ago, we started writing about the trend toward the integration of learning and performance management systems. Today, with organizations heavily focused on the implementation of performance management systems and the entry of learning management systems vendors into the performance management market, this topic has become more urgent than ever. Our 2008 Corporate Learning Factbook research just identified that more than 25 percent of corporate learning and development (L&D) managers now rate integration with performance management as one of their top two priorities. This research bulletin highlights our latest findings in this important area of corporate talent management and discusses Halogen’s new entry into this market.



	Why Employee Performance Management Matters to CEO's Creelman Research Employee performance metrics are becoming so important that Industry Analysts predict they will become part of Wall Street critiques and corporate annual reports. This report covers the CEO’s main areas of concern and how employee performance management done right – can help their organizations perform better.



	Creating a Better Employee Performance Management System Christopher D. Lee, Ph.D., SPHR Good performance management cannot be reduced to a "magical form," but instead is a process that provides feedback, accountability, and documentation for performance outcomes. It also helps employees to channel their talents toward organizational goals. This paper talks about 4 key areas of Employee Performance Management for your company to focus on.



	Making Multi-Rater Feedback Work in Professional Firms Creelman Research This paper covers the three big choices professional services firms need to make when choosing to use multi-rater feedback in their organization. Questions like – do you use multi-rater feedback only for developmental feedback or do you also have it affect someone’s performance appraisal and hence their compensation and career advancement opportunities?



			Employee Performance Management: Making it a Reality in your Organization This paper outlines how to source and implement a Employee Performance Management system that is right for your organization.



			A Practical Approach to Aligning and Managing Employee Goals James Harvey, Knowledge Infusion Organizations today realize that, in order to maximize workforce productivity and drive greater results, they must effectively align their people with overall business strategy. This white paper outlines a practical approach to making this work in your organization.

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