Inspire, align and motivate your talent capital with OKR Stars™. Achieve continuous performance and grow with OKR & CFR (Conversations, Feedback and Recognition). We empower organizations strategically focus on talents and remain their true competitive advantage continuously.
Instructor-led Training Administration and Enable Team at On-premise, WFH and Remote locations
Skills2Talent™ TMS provide a single platform where business objectives can be met through user learning. It centralizes both administrative and educational requirements, giving trainers and other stakeholders one place to achieve their roles.
Satisfying new compliance rules and requirements
Onboarding new employees related to Covid-19 Government Compliance, Upskilling teams
Introducing new products/services or training soft skills
Familiar with Training & User Management Automation, Reporting
Nomination Management to meet 100% Compliance Attendance
Skills2Talent™ TMS drive your trainees nomination process simplified with various best practices. Powered by time duration based reminders & email alerts reduces manual followup processes. Nomination approval rules options give flexibility to implement.
Improve training development & delivery through structured formal training (instructor-led) courses using best training management digital tool kit to engage learners and extend learning impact.
Trainees Attendance Records to support Internal/External Compliance Audits
Skills2Talent™ TMS provides multiple convenient options to track the training participants attendance details either by excel upload or mark directly on the software application, including collecting details about reasons for absence. Thereby the nomination can be initiated during next time.
Thanks to training alters with time bound email/reminder notifications that sit on learners email calendar and also on training calendar on application. Thus, making sure that there is enough proactiveness in planning the participation to maximize ROI for training initiatives.
Training Program Feedback for easy Business Continuity
With Skills2Talent™ TMS, create custom training feedback forms and digitally collect from/about trainees, trainers and training administrators with ease. Supported by feedback follow-up email alters/reminders makes data collection easy for training/HR department to improve training effectiveness.
Various employee performance management approaches for 2020 and beyond
When getting started with PMS (Performance Management System), the most frequently asked questions are how to choose, implement and adopt a suitable PMS. To help our customers we are glad to share various PMS approaches with examples, so that you can get started easily and implement a suitable PMS. Don’t worry our Full PMS Services such as Workshops, Coaching, Training and Consulting retainership provide all these artifacts custom developed to help your organization. Moreover, we have made examples for these re-usable PMS artifacts library available inside our software application as well, to make it more convenient to adopt. For CFRs (Conversations, Feedback and Recognition) we provide guidelines, templates and best practices including inside our Skills2Talent™ Software/Add-on modules, which will make easy to orient, train and institutionalize PMS & CFR. Most popular PMS approaches that are adopted widely across organizations are listed below;
OKR based PMS: “OKR” (Objectives & Key Results). Objective: Where do we want to go?, Key Result: How do we know if we are getting there? –> Checkout our OKR Stars™ Full OKR Services – OKR Examples.
SMART Goal based PMS: Goals should be straightforward and state what you want to happen. The goal has to be specific and define clearly what you are going to do. Use action words in goal such as direct, coordinate, achieve, complete, deliver, organize, lead, develop, plan, accomplish etc. For more details on SMART goals you can visit our other blog
Company Core Values Alignment Based: Core values often reflect your organization’s ethical standards, culture, or mission statements. Evaluating on core values reinforces the organization beliefs and ensures every employee demonstrates the same standards during the employment.
Job Specific & Behavioral Competency Based: Competencies in the context of Performance Management System is they are qualities that employees get rated on. Competencies can be mapped to R&R (Roles & Responsibilities) / JD (Job Description) and used as part of their development path (SMART Individual Development Plans).
Multiple Content Sections Based (with Weightage): Although performance reviews can be planned to include sections specific to organization’s needs, the best practice performance review includes four main content sections (A, B, C and D). These contents cover objectives (SMART goal plans), core values (aligning to organization’s vision, mission, and value system), job specific competencies and behavioral competencies (approach/ indicators/ attributes/ components). The organization need to use at least one section or many/all. If any content section has “zero” weightage will be hidden from the performance management form (template) in Skills2Talent™ PMS. Each content section is given a weightage of the overall performance score with a total of 100. These content sections can be different for different group of employees as per the business need (i.e. The percentage can be different based on work groups’ business requirements)..
Exclusively Competency Based (Mapping & Assessment): Competency Mapping is a process of identifying key competencies for an organization and/or a job and incorporating those competencies throughout the various processes (i.e. job evaluation, training, recruitment) of the organization. The mapping process includes defining Role specific Meta (Core) Competencies, Subset competencies (per Meta Competency) and mapping them along with proficiency levels (rating scale). The assessment framework can be designed as per the organization requirement such as employee and manager based competency assessments (Target Vs Actual) and thus identifying skill matrix and gaps. The assessment input can also be collected from peer members, program office and from subject matter experts (in addition to employee & manager’s ratings). The Meta competencies can be given Weightages as well to differentiate must to have/optional/common competencies along with provision of evidence/references (soft copy attachments). A focussed competency based assessment helps matured organizations to address the major pain points systematically (Ref: People CMM Ver 2.0) that impact the PMS (Performance Management System) through data intelligence for decision makers and link with Learning & Development initiatives.
Questionnaire Based: Similar to performance conversation-based assessments, the questionnaire based assessment helps to approach differently but in a meaningful and structured manner. The questionnaire can be planned to have a comprehensive scope/purpose such as, about job, work output, role, stretch goals, agility, culture fit, feedback based, employee satisfaction, aspiration, soft skills, leadership capabilities and personality etc. To have 360° views for unbiased information, the same questionnaire can be re-framed to collect feedback from the selective target people such as matrix managers, program office, peers, cross functional team, or internal/external customers. For prioritized questionnaire, the weightage can be associated category wise and to make balanced assessment along with provision of evidence/references (soft copy attachments).
For more tips to implement various PMS (Performance Management System) approaches that suits your organization you can check out our website for the detailed content.
Importance of frequent conversations and feedback in the OKR framework.
During the course of my regular coaching sessions with clients on OKR framework, weekly check- ins stand out as a biggest concern for many managers. The success of OKR implementation , to a large extent, is dependent on how frequently the manager and the team members engage in one on one meetings and regular check-ins.
Weekly Check-in process
Many managers fall into the trap of assuming that one on one meetings are not important and don’t figure in their list of priorities
These meetings are the first to get knocked off from the calendars if the manager is looking to free up his calendar. But the cost of cancellation of these meetings can be very high.
Three major concerns that I often hear from the managers,
I have too big a team to do weekly or regular one on one’s
Isn’t weekly check-in equal to micro managing
Why have a conversation, when the status can be updated in the OKR tool
The weekly check-in practice in the OKR framework is expected to be brief , to ensure that each key result is on track and if the individuals require any support incase they see any show-stoppers or they raise any red flags. It also indicates progress in real time. The one on one conversations are therefore indispensable to the success of your OKR implementation. One on one meetings cannot be substituted by the OKR tool or OKR template. The tool or the template can only be used to make the meeting more focused and brief.
It is the responsibility of the manager to ensure that the individuals feel safe during these conversations and do not allow the individuals to get defensive as the prime purpose of such conversations is not just feedback but is also to build relationship and trust by listening and providing support.
If built into the daily work routine this process can cause real transformation in the team dynamics.One on one conversations is a non negotiable feature of the OKR framework.
If implemented correctly the weekly check- in process improves the performance of the individuals. There are six main Benefits to the one on one meetings.
Managing the weekly check in process more effectively
The process can be implemented more effectively by following some basic methods,
Request the team members to update the tracking document before the meeting
Make a list of all issues that require the managers support
Make a list of all challenges the individual is facing or likely to face .
By doing the above, your meetings can be more effective and time can be spent on solving problems and answering the questions.
Are you soft pedaling the feedback process?
Are managers holding back negative feedback with the fear of losing their people? They are afraid of losing resources from the team. But it is not fair to the resources. By doing so, you are neither advancing them nor helping them to develop their potential.You fail to see the upside of what a good goal management framework can do and deliver.if you want your team members to feel good and motivated about what they are doing, they need reinforcement in both directions. Both positive and negative feedback will help them grow . Feedback encourages forward movement.
Every individual wants their work to be meaningful. They would like their managers to be caring about them and be invested in their development.
Managers also need coaching and training in how to give feedback. This is a skill and not everyone is comfortable giving feedback.
Gallup research shows that only 26% of employees strongly agree that the feedback they receive helps them do better work. If the feedback is poorly developed then it makes team members disengaged.
For making OKR initiative a success turn your digital exchange with your team members into an in person conversation that helps to build the trust. Be a coach to your team and encourage them to receive and give feedback.
Bonuses, increased pay and out of cycle salary increases is often seen as common motivators used by companies to retain their talent. But does this work long term? The answer is “No”.
A new research by Harvard Business School Assistant Professor Ashley V. Whillans shows that using cash as a carrot may not always be the best answer. He highlighted this in his 2019 article
As managers we have the responsibility of making every individual in the team feel valued and appreciated for their work. This can be the biggest inspiration to come to work and produce their best work.
As coaches we often come across disgruntled team members who despite their best efforts at doing quality work are frustrated because their boss does not recognize their work. Some who are really talented leave the organization. At the end of the day, the organization stands to lose.
Feeling appreciated makes people feel safe in a way which no pay hike can do. Lack of appreciation does not just impact their productivity at work, it can also be a cause of stress and anxiety leading to health issues.
John Doerr in his book “ Measure What Matters” talks about how weekly check-in meetings during the OKR cycle are meant to review and celebrate success. Transparency and employee recognition is the key to the OKR journey for any organization. To understand this ,read the article on how Ending the week with a Win with OKR is done at Apartment Therapy.
Conversation and Feedback
“A conversation can make (or break) a relationship. It can spark a new idea, it can be the catalyst for change… This is particularly true when it comes to a feedback conversation.” – Sarah Rozenthuler, Clinical psychologist.
Conversations and feedback in the workplace tend to make or break relationships , but without them it is difficult to stay connected with your team members. Having good conversation or a difficult conversation is a competency which is required for giving or receiving feedback. Many managers ignore this and lack the necessary skills to have an open dialogue with their team members.
The OKR methodology requires CFR (Conversation, Feedback and Recognition), which is an essential part of the process. To make OKRs a success , having a conversation with every individual and the team is crucial for the bi-directional feedback. It also provides an opportunity for the managers to mentor the teams.
The reason OKRs methodology is gaining popularity is because it promotes Agility and transparency in an organization therefore improving individual performance and increasing productivity. The real reason for OKR initiative to fail in any organization is when CFR component is completely ignored.
Some of our prospective customers of OKR Stars have shared with us on how they have not been able to motivate their staff to adopt OKRs. For any change program to succeed , communication is important . Most change programs fail because the leadership fails to communicate the purpose for the change. Transparency makes organization objective very clear and encourages individuals at all levels to contribute towards them.
According to John Doerr, a key difference between OKRs and traditional management systems, is that OKRs demand that every what and how must align with the very important question: Why are we doing this work? Such questions encourage dialogue. Company cultures that encourages such questioning and dialogue , include CFR in their process.
When objectives are well defined and communicated broadly, everyone understands the purpose for the most important objectives for the CEO. This energizes the teams. This in essence is the secret sauce to successful execution.
I have personally been a part of many such change programs. While communication, conversation, feedback are key, allowing everyone to get their share of the limelight and giving them time to celebrate their success makes them more involved in the whole process. By shortchanging celebrations, you miss the opportunity to recognize employee hard work and prevent them from taking up audacious goals.
Achieving success in OKR is lot more than setting objectives and tracking key results. It is also about building a culture that involves, reviews and recognizes employees hard work.
To know more about our Full OKR Services you might want visit our website
Need for Individual Development Plan during Performance Appraisals:
SMART development plans help you identify and develop the best talent required to improve your organizational strength and achieve today’s business goals with visibility and succession planning capabilities to support the future growth.
SMART development plan stands for:
S: Significant, Specific, Stretching
M: Measurable, Meaningful, Motivational
A: Achievable, Attainable, Agreed Upon, Action-driven
R: Relevant, Realistic, Results-oriented, Rewarding
T: Time-bound, Timely, Trackable, Tangible
With SMART development plans, you can increase employee engagement, foster professional growth, and development, and maximize career opportunities for top talent.
Different SMART development plans that should be assigned to your employees :
IDP (Individual Development Plan):
Reduces organizational risk: Identifies and addresses current and potential talent gaps to reduce the risk of poor business execution.
Ensures talent continuity: Develops and maintains a continuous supply of internal talent to fulfill critical job profiles and roles throughout your organization.
CDP (Career Development Plan) :
Optimizes career development in your organization: Enhances career development opportunities by mentoring programs linked to business strategies.
Increases employee engagement: Empowers employees to reach their full potential, advance their careers, and accelerate their learning with targeted development plans.
PIP (Performance Improvement Plan) :
Assigns the performance improvement plans: to improve employees’ contributions and engagement, business commitments, and expected results.
SDP (Succession Development Plan) :
Maximizes organic growth: Creates & tracks strategic succession planning processes that reach deep into the organization, align with business needs and drive better business outcomes.
Leverages workforce: Analyzes your organizational talent supply and talent demand so that you can make better decisions.
To achieve hike in your business growth with these development plans, reach to the software solution provided by skills2talent.com as a Talent Management Software integrated with open source IT to make it more cost-effective and request for an online demo to know more about Smart development Plans in Performance Mangement for an Organisation.
Mobile app for performance management aims at greater employee engagement, higher and focused goal alignment and best organizational outcomes by encouraging in progress activities of your enterprise in the following ways:
Effective Performance Management: It encourages managers to evaluate an employee’s performance more accurately and minutely across various review cycles during a year.
Distance is not a barrier: The employees and managers who are separated by distance can have performance pertaining to discussions easily.
Continuous Performance Evaluation: By providing and getting valuable feedbacks more frequently through the mobile app, the workforce can be enabled to align their goals with company’s objectives, in turn enhancing employee engagement.
Constantly keep employees and managers to be focused on performance objectives, in order to easily evaluate, track and complete them.
Research has proved that HR and recruiting chatbots are capable of minimizing the business costs heavily. As chatbots are already in use with the corporate, let us find out how chatbots can potentially help with Talent Management in more creative and smart ways. • Impartial behavior: A bot always starts from a neutral and unbiased point as it doesn’t acquire preconceived opinion, it can be proved very much helpful in performing a cognitive interview for recruiting. • Agile enough: Chatbots can be employed via SMS, emails, applications used for messaging and through websites also. • Simultaneous engagement: with any no. of applicants, interviewing them as per the job role/profile requirements and responding to the interviewee questions as well. They can also be used to gain on-demand and real-time feedback for processes such as onboarding, offer management and induction training.
Like these Benefits Click here to tweet it • Promoting your employer brand: by differentiating themselves and maintaining their repo through advancement, originality, and responsiveness in their talks while interacting with the candidates during the course of recruiting and onboarding. Thus, a chatbot indirectly displays their company’s values and mission to the candidates. • Help with scheduling: Chatbots can be used as an option to schedule interviews, talks and vacation time for the employees, instead of logging the information into their HR software or sending multiple messages/emails to HR people. • Performance Management: Chatbots are designed and developed to accurately evaluate the performance of an employee based on employee skills, education, demography, manager ratings, years of experience, years associated with a company, employee engagement details, past performance, continuous performance conversations, 360 degree feedback and matrix reviews etc. along with social & personal profile(dob, gender, hobbies, time management, punctuality, leave records etc), combined with historical trends & deep insights of talent management KRAs. These exact predictions can drive the smart strategies and established a strong connection among recruiting, performance, learning, and engagement on top of core HR layer, which cannot be possible with an excel sheet or simple automation tools.
Confused about selecting a chatbot which can help you to meet the objectives of human resource management of your organization? Then go to skills2talent.com to learn about HIRA-chatbot which is implemented using customized talent management software services, in-application AI data and on-demand and predictive analysis using natural language processing algorithms and deliver the best digital-self-service.
HRMS is traditional, more administrative and mainly deals with salary, vacations, time management, incentives and complaints of employees whereas Talent Management is not only a process of attracting & hiring skillful candidates but it also includes retention and development of its great performers.
Talent Management – Need & Advantages :
Talent Management is a process of transformation of skills to unbeaten talents by recognizing & motivating the skills & potential and therefore we called the whole journey as Skills2Talent (skills2talent.com). Here are 6 benefits of Talent Management Software which are going to revolutionize Talent Management of your organization and reform it into a strategic move.
Core Human Resources: You can maintain your organization data by keeping it in the cloud, manage competencies & HR framework, maintain employee central, manage resignations & retention and plan & track SMART plans also.
Recruiting & Offer Management: Consists of building talent pipelines, attract skillful candidates, application tracking, quick identification of target profiles, the hiring of top talents and effective onboarding with fitment and offer framework as well.
Compensation Management: In order to align compensation programs with your business you need to allocate budgets to support the strategies through budget planning & appreciate the contributions of employees in terms of monetary incentives.
Learning & Development: For motivation & development of best-performing employees, you need to map the roles, skills & proficiency, identify the learning gaps and provide self-learning through e-learning & instructor-led training, online quizzes & certification in the respective domains and follow a culture of knowledge sharing as well.
Business IT Application: Through the integration of your business IT on the cloud you can manage assets, documents, communication, content & tracking of utilization of resources, provide internal support to your customers with the help desk. Apart from that, you can also focus on employee engagement and HR & talent analysis.
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Planning for not only recruiting best employees but also wants to retain, maintain and cherish your productive and high performing workforce? Go for the integration of above 6 benefits at one place with the help of open source IT to make it more cost-effective by skills2talent.com and request for an online demo to know more about how these 6 strategies are technologically combined to help you bring best and smart talent into your organization, acknowledge their existing potential and to develop them further to keep hold of engaged and unparalleled employees.
Performance Management & Evaluation is not only an indispensable but also an artful exercise which indirectly propels the success and prosperity of an organization. As every business needs to retain its experienced & talented workforce, enhance employee engagement, maintain a friendly corporate culture & last but not the least renovate and improve its employees’ skills, an effective Performance Management Software can be proved as a masterstroke in achieving all these requirements simultaneously in a smart way, if it is assembled with these 4 features:
Strategy development tools: can be used to ensure that the tasks assigned to employees are directly/indirectly aligned with goals and objectives of the organization. They enable development & management of goal plans, goal library, performance review cycle, the configuration of section types (like objectives, core values, behavior, job competencies etc), content sections, weights & eligibility group mappings, the configuration of bell curve distribution graphs etc.
Monitoring which provides transparency: An effective Performance Management Software must have a feature of getting a transparent look at each employee’s performance with the help of reports about the status of different goals & their weights for a specific performance cycle, core value reports, job competency reports, behavior competency reports for a specific performance cycle, reporting manager wise appraisal and overall performance reports etc.
Assessment tools: like 9 box grid provides an insight of multiple dimensions like performance vs. potential, objectives vs. behavior, attrition risk vs. loss of attrition etc to accurately measure the performance of each & every employee. On the other hand designing, distribution, collection, and analysis of 360-degree feedback form not only speed up the process of performance evaluation but also provide you an opportunity to focus on different and multiple perspectives.
Thorough analysis: With consolidated performance reports over multiple cycles (quarterly, half-yearly, yearly, multiple years) you can focus over the overall average score for an employee whereas with a feature of deep analysis you can have a view of content sections and their weights for a specific performance review cycle. You will also get recognition of stage-wise pending count for different stages like self-assessment, manager’s assessment, skip level approval, one to one meeting, employee acknowledgment and final stage for a specific performance review cycle.
Confused about selecting and investing in an effective Performance Management Software? Get a solution with Performance and Succession Management software module provided by skills2talent.com and sign up for the free trial to get a deep understanding about how these four features are incorporated in one software module with the help of open source IT to provide an immense hike in your business growth.
Performance Evaluation is not a new concept in working world. It has been commonplace over the years. The need of the hour is for effective Performance Management to evaluate it accurately and precisely over the plethora of significant parameters. The performance of an employee in an organization depends upon various factors like accomplishment and implementation of tasks assigned to him/her, his/her potential, objectives, behavior, attrition risk, reduction by attrition etc. Research proved that these factors can be measured minutely and exactly by working with top 4 business strategies:
Goal Planning as a crucial phase of performance management: Design and assign SMART action plans to inspire and persuade employees according to specific department and role to achieve their goals that must be in turn aligned with the motive of achieving organizational objectives. SMART plans like Individual development plan (IDP) and Career development plan (CDP) together govern performance management of the employee by increasing employee engagement whereas Performance improvement plan (PIP) and Succession development plan (SDP) reach deep inside the organization, align with business requirements, and drive better business results.
9 Box Grid as a versatile tool for evaluating performance: The 9-box grid is a versatile tool for evaluating an employee’s current benefaction and advance level of benefaction to an organization. As an employee can be judged over various frameworks like performance & potential, objectives & behavior, attrition risk & loss of attrition etc. simultaneously by providing ranks (high, moderate, low). After that the actions must be taken as per these rankings, for instance, an employee with low potential but high performance needs to be motivated in his/her assigned tasks or an individual with high performance and low potential needs more advanced level of training in his/her domain.
Consolidated Performance Reports: These report statistics can provide an ability to analyze, compare and keep track of an employee’s performance score across multiple portfolios like objectives, core values, job competencies, behavior and many more when consolidated for an overall average over multiple time spans(quarterly, half yearly, yearly or even a number of years).
360 Degree Feedback as reactions to an employee’s performance: To measure an individual’s performance minutely develop a kickback culture in your organization by designing and distributing a feedback template consisting of few questions pertaining to the performance of the employee among his/her manager, peer group, subordinate, and the employee himself (self appraisal) so that you can have a look at different perspective of wider community to analyze high-quality employee assessments.