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  Guest Post by Patrick Del Rosario It can be tempting to turn a blind eye to pesky employee squabbles and hope they simply work themselves out. Unfortunately, though, workplace disputes rarely work themselves out on their own, and even the smallest disagreements can escalate into more serious problems if left to fester for too long. According to recent research, between 24 and 60% of management time is spent on dealing with conflicts and anger in the work place. While it may seem like all this time would be better spent on some other aspect of running a business, it is important to keep in mind that employees are the very thing that keep a company going, and in order to keep your workforce productive, happy and stress-free, interventions are often necessary. Here are a few tips to keep in mind when settling conflicts in the workplace. 1. Stay neutral and listen to both sides of the story When dealing with conflicts amongst your employees, it is important that you stay neutral an...

Guest Post by Sean Conrad To weather an economic downturn, companies need to focus on their core business and strengths, reduce unnecessary costs and be more efficient. Here are 7 talent management practices every company should implement to get the most out of their workforce. 1. Align Goals and Track Everyone's Progress You need to make sure that every employee's goals are aligned with organizational goals. You also need to regularly monitor progress on goals so you can take corrective action as required. Finally, you need to be able to quickly and effectively communicate any change in focus, priorities or tactics. Your talent management system should allow you to quickly communicate changes that impact organizational goals to everyone who has a linked individual goal. 2. Conduct Regular Employee Reviews to Keep Employee Performance On Track Employee performance reviews give employees an opportunity to talk with their manager about what they are doing well, areas for improvem...

Talent management is one of the most critical and ever challenging activities for any HR team. Sound performance management system is quintessential for the success of any talent management strategy for any organizations. While lot of organizations have automated their Performance evaluation and rating processes a large number of small and medium enterprises continues to struggle between legacy systems and new age Human capital management systems which integrates different aspects of performance measurement and also integrates it with other ERP and HRIS (human resource information system) .Some of the key factors which needs to be considered while adopting automated IT system based performance evaluation model are: • A well defined performance management tool should focus on arriving at role based assessment and evaluation matrix which is duly aligned with the competencies defined for each role. • Ratings must translate into performance index scores and should follow the philosophy ...