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Autumn Newsletter 2009 In this issue We have for you the second of a three part series on how to systematically analyse and improve your HR processes, and specifically, Performance Appraisal, how to get it right from the start, and the tools you can use to identify any underlying issues. 
We are pleased to announce a number of new customers in Thames Valley Police, Travis Perkins and Improvement & Efficiency West Midlands for our Talent 360® software. In addition to the 'competitor-beating' functionality of our Talent® applications, these customers were also looking for a provider that would enable their self sufficiency - see more later. 
We have distilled much of our experience in assessment and development into a number of Good Practice Guides. These are for your use, with our compliments. The first addresses how to choose who to ask for feedback in a 360 degree review programme. 
We would like to remind you to try Talent FQ, our unique 'Feedback Quotient' assessment. Finally, we have updated our web site with a new look and additional resources. - do pay us a visit here. We hope you enjoy this newsletter and if you would like to discuss any items within it, please contact me, Ian Lee-Emery, on 0845 054 2364 or 'reply' and your note will find its way to me. Performance Appraisal - Getting it right from the start 
For many organisations, no matter how many times the performance appraisal process is redesigned, re-launched, people retrained, it still doesn't deliver what was expected. Worse still, the process often falls into disrepair and becomes an annual chore requiring HR to use more incentives or a bigger stick to secure cooperation from the business. For organisations in this position or heading that way, here is a fresh look and some practical tools you can use to find out why it might not be delivering business benefits and how to fix it. Find out more here. Good Practice Guide: 360 reviews -Choosing reviewers 
When you run 360 degree review programmes in your organisation, how do you determine who reviews who? Do you let individuals choose who they will ask for feedback, do you mandate it for them, or are you somewhere in between where the individual might 'suggest' who their reviewers should be but someone else ultimately chooses? There are Pros and Cons of each of the above approaches, but if we step back from this rather emotive subject and agree that we want the best quality feedback, then who should we choose? Read our Good Practice Guide and its 7 Key tips here. In our next newsletter, we'll have another Good Practice Guide for you on the subject of how to develop good questions for use in appraisal and feedback processes. Test your Feedback Quotient with Talent FQTM 
In previous newsletters we established that feedback, in its various forms, is an invaluable source of input for individuals, teams and organisations. It is widely acknowledged that the actions taken as a result of the feedback are closely tied to how the feedback was delivered; get it wrong and resentment and denial are a very real possibility, get it right and the scene is set for real and lasting change. We have developed and tested an assessment, called Talent FQ, that challenges you to identify the right (and wrong) course of action when in various tricky feedback situations. After you or your colleagues have completed this short challenge, you will receive a one page report that shows strengths and weaknesses in the underpinning competences essential for good feedback delivery. You will also find out what our expert panel would suggest in these situations. If at least one person from your business has taken this test and your business decides to take our 360 feedback course, then one place will on us!! Staff from organisations as diverse as Kent Police, Signet, Leven Bridge, Simply Health, elexon, and O2 have tried this for themselves. Why not test yourself here. Contact us here to request more information, including a full outline of our 360 feedback course. Other news: Travis Perkins select Talent 360® 
Travis Perkins Group are using 360 feedback to enhance their selection process for those aspiring to management and leadership roles. They have selected our Talent 360 product and our consulting and support services to help them do so. In combination with our Talent 360 software, we are developing the key indicators of high performance in leadership and management roles in the Travis Perkins Group. These new indicators will form the assessment questionnaire used in Talent 360 for their 360 feedback reviews adding robustness, validity and increased objectivity to their existing assessment and selection process. We plan to bring you a case study in the near future. IEWM select Talent 360® 
Improvement and Efficiency West Midlands (IEWM) is the Regional Improvement and Efficiency Partnership (RIEP) for the West Midlands. After a fiercely competitive tendering process, they have selected Talent 360 to power their Catalyst Future Leaders programme delivered to the region's authorities. We are also providing the consulting services to develop their 360 questionnaires for this and their other leadership and management development programmes and coaching and feedback training to enable them to be self-sufficient in providing support to delegates after their 360 reviews. We plan to bring you a case study in the near future. Thames Valley Police select Talent 360® 
Thames Valley Police, the largest non-metropolitan police force in England and Wales has selected the Talent 360 software application to provide 360 degree review and feedback for its staff and officers. In another highly competitive tendering process, Talent 360 has been chosen to be deployed across all five basic command units, operational commend units and support services as a key tool in the Authority's Leadership and Talent Management strategy. We will bring you a case study in the near future. Talent® Release V3.7 
September 1st 2009 saw the announcement of a new release of our Talent® application suite. This suite comprises Talent 180, Talent 360, Talent Navigator and Talent Spotter, each playing their part in the improvement of Talent Management HR processes. All licensee's of the Talent application suite are part of the consultation group that define product strategy and enhancements and we would like to thank them for their support and loyalty. Does your HR software provider engage you in this way and give you a voice in how your software evolves and develops? Contact us here to arrange a demonstration. Resources & Articles The following resources and past articles are available as pdfs on our web site: What your HR processes reveal about your culture - are you undermining your own best efforts to improve your culture? The Importance of Personal Resilience & Mental Toughness - nature, nurture and assessment. The Impact of Feedback - make the most of feedback and avoid the pitfalls. Review Rating Scales Tool - select the scale that's right for your assessment. Talent & Employee Engagement - you can't ignore the connection! Are your Talent Management processes fair? - advocates and saboteurs! Choosing your assessment strategy - which assessment instrument? Keys & Eyes - designing 360 questionnaires that will really tell you something. Positioning 360 - creating 'pull' from the business for a 360 feedback programme Introducing a 360° Review - Keys to success
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If this newsletter is the first you have seen, past issues can be found on our web site in Media Activity, |