News & Events Archive 2011
Head Light December 2012 NewsletterGetting the most from your talent management strategy is about improving the return on your investment - of time, commitment, money and energy - and that’s about understanding, using and making the most of the information you gather and looking to improve the quality every step of the way.Competence Frameworks are not new. They provide a structure and common language across a business to enable all staff - managers and direct reports, HR professionals and non-HR minded people alike - to define what underpins the ability to perform and how to identify those with high potential. Three of the key challenges we see facing our clients regularly are:
We've developed deep expertise in the creation and implementation of bespoke competence frameworks. We've distilled the key areas of learning into our ‘10 Lessons Learnt‘ article - and we took these points on board when we developed our own Head Light Competence Framework. The second challenge is how to harness the information. We strive constantly to innovate and to do things differently. One technique is our PAPU-NANU approach to help sift and categorise these insights so that real and lasting development takes place. We now have this unique tool perfected for teams. It's part and parcel of our Talent® platform - are you taking full advantage of it? Visit our recently updated web site to find out more about these products, see some examples and arrange an on-line demonstration. Make contact now, share your talent management challenges and we pledge to make an enormous contribution to your success next year! Finally, as this is the last newsletter of the year, we'd like to wish all our clients, suppliers and business partners a peaceful Christmas and a great 2012. |
Featured:Team PAPU NANU - creating stronger teams Penna plc select Head Light as provider of their 360-degree system Head Light reaches UAE Getting ready for Learning and Skills 2012 Developing a Competence Framework - 10 Lessons Learnt The Head Light Competence Framework |
Sales & Business Development ManagerWe are currently seeking a sales professional to sell their talent management suite to the HR directors of medium sized organizations across all sectors. The role involves direct sales only, is 100% new business focused though the successful applicant will also go on to manage accounts they win. Though all applicants must have experience in selling talent management software, the successful individual will also receive on the job training for our Talent® software. The role has been created due to an increasing demand for our successful product portfolio, and the growth of the company brings real prospects including promotion, team development and potentially a long-term value-creation incentive. |
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Head Light October 2011 NewsletterIs everything in place?It's October - a key month in many of our customers' calendars. It's a month of 360 degree processes, annual reviews and finalising plans for succession and high potential development for next year.For us too it's a key month. We're launching one of the most significant upgrades to our online Talent® platform at the CIPD Annual Conference and Exhibition and we're giving some of our users a preview this month. We've been working on this new version since the summer - and we're pleased at how effectively we've been able to give users more valuable information. For example, what if you could pull together a team from anywhere in your business and instantly see what Strengths, Weaknesses and Hidden Talents it has? Alternatively, examine the teams you have and create focussed plans to address their shared development needs. This is just an example of what's possible with Talent® Version 6.0! Soon you'll be able to experiment with Talent® for yourself. We've created a way for you to access a store of people information - fictitious of course - on which you can then draw. You'll experience just how straightforward it is to make the right talent decisions when you have the right information, tools and reports. Customers continue to come on board and you can read below how DB Schenker is starting out with its 360 review of some of their senior management team. We also welcome Lancashire Police, Ramsay Healthcare and the success in North America for our partner TalentGuard Inc. for their work with Tokyo Electron, using Talent®. Finally, this month sees the last in our three-part series - Developing your Talent Management Strategy- and our preparations for the CIPD Annual Conference and Exhibition next month. |
Featured:Talent® - taking talent management to the next level Talent Performance® - better performing people "The buck stops here". Managing High Potentials, maintaining coverage for critical posts, ensuring succession - it's all down to you. Customer case study - senior management 360 at DB Schenker CIPD Annual Conference and Exhibition - 8th-10th November, Manchester Developing your Talent Management Strategy - Part Three |
Head Light September 2011 NewsletterSeptember is the new New Year - or so they say. It's a time when everyone is back from holiday and those projects which went on the backburner over the summer can be picked up again.Succession planning may be one of them. We've seen a surge of interest in succession planning as businesses realise how mission critical it is. We've been evaluating what works and next month we launch a new software module in our cloud-based Talent® portfolio called Talent Successo®. Find out more later. To give you some food for thought, Debbie Hance, our Head of Business Psychology, outlines how to make the most of this important Talent Management activity and has created a tool to help you get started. You can read the second in the three-part series - Developing your Talent Management Strategy - and hear about our new competence framework just released. You can also hear about the successes of one of our business partners - Progress International. We are running a roundtable discussion and workshop exploring the role of managing employee performance in Talent Management at the inaugural Talent Management Association Conference next month. Finally, you may have read the recent article in People Management about performance management; read our additional thoughts in this news. |
Featured:Succession Planning and Talent Management- food for thought Talent Successor® - succession planning in action Business Partner case study - winning more business with a more competitive 360 service offering Announcing our new Competence Framework Developing your Talent Management Strategy – Part Two |
Head Light April 2011 NewsletterSpring has finally sprung and this new season brings with it the opportunity to review, renew and enhance your Talent Management programmes.Our product portfolio continues to grow and develop and we're currently working on some leading edge talent management tools in our Talent Management Suite that come from the brightest minds in the industry. We have a 'Getting Started' Guide for you. See below for more details. There is no doubt that a well implemented 360-degree review and feedback process will make a significant and cost-effective contribution to your organisation. But, is now the time? We share what we consider to be the main considerations for maximising the effectiveness of 360 feedback programmes. Find it here. Finally, we are pleased to welcome Talent Guard Inc, based in the US, as our new Talent Management consulting and service provider partner, using our cloud-based Talent® software. If you would like to find out more about any of the items in this newsletter, please contact us using info.request@head-light.co.uk, via our web site at www.head-light.co.uk or at our new Customer Centre on 01932 895311. |
Featured:Getting started with Talent Management - Part One. Head Light goes State-side with Talent Guard Inc. Talent® Version 6.0 – the next generation of our Talent Management software |
Head Light January 2011 NewsletterOur customers are reporting great successes in using our software technology to improve the ways they manage their people. Read all about their accomplishments in our six case studies.Our product portfolio continues to be a real focus for our investment activities - after all by keeping our products feature-rich and easy to use, you'll be able to exploit your investment in our technology in more ways than you had imagined. We released Version 5.0 of our Talent Management Suite to our User Group this month and it contains developments in Appraisal, Performance Management, and 360-degree feedback that will create the 'wows!' in your organisation. What's more its available On-Demand to you 24x7, wherever you or your employees are in the world. Our lead article in this issue will strike a chord with many employees now returning from a long seasonal break - 'where's my career going in this organisation?'. Conventional career planning just doesn't work any more - it fails to develop people cost-effectively and fails to retain them. See what's changed in the article below. What will your organisation's response be? We typically see an increase in interest in Appraisal software at this time of year and it will be worth a look at our Talent 180® product that provides support for your process, competences, behaviours and objective setting practices. If you are challenged to create a Competence Framework and need some help on how detailed it should be, then see our blog for some researched guidance here. Finally, we are pleased to welcome Bedfordshire Police as the latest force to select our Talent Management software. |
Featured:Career Pathways and Planning – We have an App for that... Enthusiasm for Talent Advance® at BPS Coaching Conference Beat the Expert - What's your Feedback Quotient (FQ)™? Talent Version 5.0 – the next generation of our Talent Management software |
News & Events Archive 2010 |
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Head Light November 2010 newsletter We have exciting news about what we believe will be a highly valuable element of 360 feedback sessions going forward: our PAPU NANU approach (no, not named after a Polynesian island, it stands for – Positive:Aware, Positive:Unaware, Negative:Aware, Negative:Unaware) – and will help to structure the 360 session. Our clients are doing some great things with Talent® and you can read about this in the case studies we feature here. We are also pleased to welcome two new Consulting Partners – Roger Grice Associates who are HR specialists in the Oil & Gas industries and AtWork, our first Hungarian-based Partner. This year we're off to the CIPD Annual Conference and Exhibition where we are showcasing two of our new modules for Talent®. You can find out how they measure employee engagement and check that, in a world where job roles change and shift, the person in the role continues to have the skills needed to deliver. If you are going to Manchester to the CIPD exhibition, do drop by our stand – G65. Finally, thank you to all our loyal customers. We enjoy working alongside you and seeing the real impact that new talent processes and information make to your people. We never take you custom for granted and always welcome feedback. |
Featured:Taking feedback to the next level Five police forces in the East Midlands collaborate and select Talent 360® Talent En–Gauge® and Talent Safeguard® – two new additions to the Talent® family CIPD Annual Conference and Exhibition, Manchester Central, 9 – 11 November, 2010 West Midlands Police – Getting started with 360 Looking at talent across business unit groups at Trapeze Group UK Identifying talent at Travis Perkins |
Head Light October 2010 newsletter Since our last update, we are pleased to announce that the entire East Midlands ACPO collaboration have selected Talent 360® for a roll-out to their forces, and that British Transport Police have also selected Talent 360® for a nation-wide deployment. West Midlands Police, having got started with Talent 360® in June, have made rapid progress. See the update from Nick Savage. With twelve forces are now making use of Talent 360®, don't miss the chance to try it out for yourself. See below for more details. |
Featured:Five police forces in the East Midlands collaborate and select Talent 360® from Head Light British Transport Police select Talent 360® from Head Ligh West Midlands Police Talent 360® Update Police Talent Management & 360 User group Talent Management White Papers & Briefings |
Head Light June 2010 newsletter Since our last update, we are pleased to announce that both West Midlands Police and Suffolk Constabulary have selected Talent 360® from Head Light Communications as their 360 degree review and feedback tool. Reducing spend and improving value for money Talent 360 is enabling more and more forces to realise the benefits of the 360 technique and avoid the costly usage or per report charges that so often accompany outsourced or managed services. By using Talent 360, each force effectively brings the 360 tool in-house. This makes it possible, and cost effective, to apply the 360 technique across the organisation where it had once been beyond economic reach. With support for the frameworks of both the ICF and the Chartered Management Institute, and combined with the ability to easily add your own questionnaires, 360 degree feedback is now accessible to both Officers and Staff for individual, local and national programmes. With Talent360, you only pay for the tool and not each time you use it. |
Featured:Reducing spend and improving value for money Police Talent Management & 360 User group Update from Thames Valley Police Open offer to try Talent360 for yourself Talent Management White Papers & Briefings |
Head Light Spring 2010 newsletter Now that spring has sprung, we see some seasonal return to optimism and a sense of new beginnings. According to the Recruitment and Employment Confederation, the labour market is regaining some its buoyancy signalling that employee engagement will once again return to the fore in many HR departments. A recent HRM survey by the King's College HRM Board states that 6 out of the top 8 employee engagement strategies being pursued by UK PLC are in fact key Talent Management practices. With Talent Management and Employee Engagement success so heavily reliant on effective Competence Frameworks, we lead with an article designed to challenge the value of many of them. Helpfully we also provide an overview of the tools you might use to create, evaluate, improve and implement them. Continuing this theme, we have for you our third Good Practice guide. It covers the 10 important lessons learnt from developing and implementing Competence Frameworks. In Other News, we announce our new customers in Suffolk Constabulary, Durham Constabulary and Hammonds LLP. |
Featured:Is your competence framework a foundation for success? Good Practice Guide: Competence Frameworks - 10 lessons learnt Retention & Engagement Hammonds LLP - 360 degree reviews for Selection Talent 360® - fast-becoming the 360-degree tool of choice... Talent® Release V4.0 Rob Williams - New team member Talent FQ - a benchmark in providing constructive feedback |
