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23rd May 2013
CIPD Ireland Centenary Conference – Great day out!
Well what a great day we had at the CIPD Ireland Centenary Conference with over 300 people in attendance. A fantastic turnout and good opportunity to network with some of the leading HR professionals in the country. Doreen Gerety, Honorary Chairman, CIPD Ireland opened the conference followed by an interesting line up of speakers on [...]
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22nd April 2013
Why CIPD?
What is CIPD? The Chartered Institute of Personnel and Development (CIPD) is a professional association for human resource management professionals. It is headquartered in London, England and has over 135,000 members across 120 counties. In 2013 it celebrate 100 years of existence. In Dublin CIPD Ireland has more than 5,000 members and has been in [...]
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11th April 2013
10 simple tasks for effective objective setting with your team
Objective setting is the first step of the Performance Management process. It gives you and your team the opportunity to discuss their performance and contribution for the year. By making objectives, expectations and performance standards clear, you will be clear on how to deliver and succeed. Before the meeting 1. Prepare If drafted Review objectives [...]
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5th April 2013
What’s the role and benefits of being a great Manager
As highlighted in my previous blog managers need to manage and managing employee performance is a key part of being a great manager. Research has shown that managers who get it right can produce fantastic results compared to those that don’t so let’s consider what makes a great Manager: You deliver for the organisation with [...]
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28th March 2013
Building a high performance culture
We’re in a competitive environment so making sure you have a high performance culture is critical if you want to compete but also survive in business. Building a high performance culture doesn’t depend on one or two things, it’s about getting a range of factors right that support what the company is looking to achieve. Without a [...]
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21st March 2013
What gets measured gets done
What gets measured gets done but are you measuring the right information? We’ve all heard the expression “what gets measured gets done,” but sometimes we get tied up with data, scorecards, evaluations and metrics etc. We can get lost in the measurements and forget why we are doing it at all. Do we have the [...]
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15th March 2013
3 things a manager needs to know from the team members
The 3 things a manager needs to know from the team members: 1. What are you doing? 2. Why are you doing it? 3. When are you going to have it done? It sounds basic but all managers need clarity around what their team is doing. A good way of doing that is to ask [...]
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31st December 2012
12 days of Christmas tips for all our Talentevo friends. Tip #12 – Checklist for rolling out your performance management solution
Performance management solution So you’re thinking of implementing a performance management solution at your company but you’re not sure where to start or what you need to consider. Here’s a short checklist to help you prepare so you give yourself the best opportunity for a successful rollout! Like with any project the more effort you [...]
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28th December 2012
12 days of Christmas tips for all our Talentevo friends. Tip #11 – 5 questions you need to ask yourself about your performance review process
Performance review solution A HR manager asked me recently when should they consider moving to a performance management solution like Talentevo. So here are 5 questions to ask yourself about your current performance review process and would suggest if the answer is yes to a majority of these then you should consider a solution like [...]
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24th December 2012
12 days of Christmas tips for all our Talentevo friends. Tip #10 – New Year’s resolutions for managers
Resolutions for managers Christmas is almost upon us and soon I will have moved onto planning New Year’s Eve celebrations. Next its considering resolutions for the 2013, e.g. less chocolate, more exercise, more reading, less TV etc. But what about some resolutions for myself in my job. Less telling, more asking, more personal effectiveness in less [...]
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