The technology market is giving significant attention to Big Data and analytics as a way to provide insight for decision making support; but how far along is the adoption of these technologies across manufacturing organizations? During a February 2013 survey of over 100 manufacturers we examined behaviors of organizations that measure effective decision making as part of their enterprise performance management efforts. This Analyst Insight paper reveals the results of this survey.
Your employees are also online consumers of information and entertainment. You can maximize enterprise learning by applying practices from the new generation of information delivery, while keeping the best of the old-school approaches.
From core to cloud HP ProLiant Gen8 servers are transforming data center expectations and economics with the world's most intelligent servers. Learn how they deliver maximum performance and reliability while simplifying day-to-day management.
HP's Gen8 servers are the flagship products bringing new technologies and capabilities to market. Delivering advances in performance, serviceability, and lifecycle automation, they address the demands of today's IT environments. Learn how these servers increase provisioning and uptime, and reduce the time and resources spent on server deployment and management
Service virtualization and testing automation speed time-to-market: Discover how Walgreens has reduced application development cycle time (from 10 weeks to 5 to 7 weeks), transformed testing into a non-linear, agile process and ensured high quality of proprietary business applications using HP Application Lifecycle Management solutions. Walgreens is a leader in providing consumers with multi-channel access to pharmacy and health-and-wellness related goods and services
Leveraging HP breadth to increase security, lower risk, increase efficiency: Find out how CapitalOne has improved compliance, lowered risk, eliminated bottlenecks, reduced cost, and moved from silos to integration by leveraging the HP Software portfolio. Headquartered in McLean, Virginia, Capital One offers a broad array of financial products and services to consumers, small businesses and commercial clients in the U.S., Canada and the UK.
Are performance reviews more time consuming than useful? Do your employees and your organization actually benefit from them? Well they should, and if done right, they will.
You will learn how reviews can:
- Motivate managers and employees
- Create better managers (not better reviewers)
- Improve TEAM performance
- Contribute to organizational knowledge
The dreaded annual performance review: whether you’re on the giving or receiving end, it can be an uncomfortable experience for both managers and employees. But it doesn’t have to be.
See how great organizations use reviews to:
• Motivate employees
• Increase employee productivity
• Create an on-going dialog between employees and managers
• Support overall organizational goals
Being a manager is hard. Being a great manager is even harder. Learn simple things you can do as a manager to increase performance from both individuals and teams.
Simple strategies like:
• Talk less, listen more
• Play to your (and your team's) strengths
• Manage teams, not individuals
• Accentuate the positive
JSJ Corporation realized they had a problem: their performance management process. And sticking with the familiar, time-consuming spreadsheets wasn’t helping them drive long-term talent decisions.
The solution? A performance management system that would simplify the process and drive long-term success.
Tracking employee performance is tough enough, but doing it with spreadsheets is a nightmare. It’s time consuming, error-prone and everyone in the organization suffers. And after all that hard work, what do you end up with:
• Incomplete or useless employee reviews
• No real organizational insight
• A headache
Want a better performing team? Of course you do.
In business, you rely on the successful performance of teams, but performance reviews only look at the strengths and weaknesses of individuals. How do you bridge the gap?
YouGov has clients across the globe and is a vanguard leader in delivering real-time research. Yet until recently, these technology innovators were still relying on a time-consuming spreadsheet and paper-based performance review process. Their solution? They fired their paper-based performance review process and turned to the performance management system designed just for small business: Cornerstone OnDemand.
Self-assessments…wasted time or time well spent? It depends…it’s all in your approach.
Self-assessments can be a powerful tool for you to showcase your accomplishments, show professional growth and desire to learn.
Whether you're just getting started or taking your business to the next level, paper-based performance reviews are not the way to go. When you have limited HR resources it probably seems easier to print off forms than sign up for software, but that pile of paper will cost you more in the long run… Get smart with your performance management!
Annual performance reviews…are you just over it? Affiliates Management Company (AMC) was, too.
Their traditional, once-a-year review process – managed with spreadsheets – didn’t deliver true performance insight. Knowing it was time to ditch the spreadsheets, AMC searched for a performance management system that would let them measure goals, leverage individual strengths and see the performance “big picture.”
This paper prescribes four ways in which today’s monitoring technology must adapt to adequately meet the challenges presented by Web 2.0, and how Foglight, Dell’s APM solution, addresses these challenges.
In the 2014 Workforce Talent and Workforce Management Outlook survey, Human Capital Media Advisory Group, the research arm of Workforce magazine, in partnership with Cornerstone OnDemand set out to discover where HR leaders are seeing their greatest successes and feeling the greatest pain. Additionally, we explored how HR leaders are setting priorities for the coming years. While there are surveys that address how the needs of HR vary, many focus on the difference between small and large organizations with the assumption that midsized organizations are similar enough to large organizations not to require extra focus. To get a different perspective, we looked specifically at how the HR function in midsized organizations compares to their much larger counterparts. Are they as similar as is popularly believed?
Everyone loves a good spreadsheet. But if you have more than a few hundred employees, tracking performance, training, and succession with them is the stuff of nightmares. Our clients shared their reasons for making the switch from spreadsheet to software. Which one tops your list?