Talent Management

Step-by-step instructions for human resource professionals and consultants to use when trying to create a talent management (aka competency-based human capital management) program. Based on my work as both an internal and external implementer of best-practice processes, systems, and programs, this blog shares both practical advice as well as insights from my experiences over the past 16 years.

Wednesday, October 29, 2008

Leveraging Gilbert's Model: Assessment

In an earlier post I shared the Behavioral Engineering Model developed by Thomas Gilbert in his 1978 article “Human Competence: Engineering...

Tuesday, October 14, 2008

Ernst & Young on the Balanced Scorecard

My all-time favorite introduction to the Balanced Scorecard was created by some brilliant people in Ernst & Young's Swedish office i...

Thursday, September 4, 2008

Rating Performance Factors

Once you have identified performance metrics and you have made them SMART (specific, measurable, ambitious, realistic, and time-referenced),...

Individual Performance Factors Based on Kaplan and Norton’s Balanced Scorecard

For those readers who want a more detailed list of actual performance metrics that may be used to measure individual performance, this list ...

Individual Performance

All employees should: Contribute to Team Success – establish and maintain team credibility by sustaining the positive perceptions of others,...

Team Performance

Below the organization or department level, performance can be viewed at the team level. Basically, this is a view of the team leader's...

The Big Seven

Recently, I have received a number of requests for help with identifying performance management metrics. Therefore, I wanted to post a few ...

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Darin

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