There is a renewed debate on the talent landscape surrounding 360-degree feedback in its traditional form and how much value it delivers for both learning and development. While the concept has been around for a long time, 360-degree feedback too often focuses on numerical ratings that either provide limited usable feedback or emphasize only the negative. As a result, very little constructive learning emerges to foster true professional advancement.
In a recent survey, BPI group talked with 13 global companies across nine industries (from $200 million to $50 billion in revenues) to determine their approaches to the delivery of human capital management services. The study sought to learn about five key areas regarding HR design: value proposition, strategy and priorities, effectiveness, design criteria, and delivery model.
You know it’s coming down the pike, but the timing hasn’t been right. The truth is, once retirement is on your radar, it’s never too early to start considering your options. You may be surprised to learn that it can take up to three years before retirement is official to evaluate your interests and develop a plan to make full use of your time, talent, and resources in the next phase of your life.
What does it mean when someone says, “I just got a better job”?
Look around at top corporations today and you’ll see that many of the most successful CHROs don’t come from traditional HR backgrounds. The role of HR leader has evolved significantly in recent years, in response to a growing demand for new and broader skill sets. Long consigned to a mid-level staff role, today’s CHRO not only has a seat at the executive table and but is also regularly considered a critical presence in the C-suite. CHROs who rise through the ranks, and especially those who’ve worked in different areas of the businesses they serve, bring an array of perspectives. Here are a few of the most valuable.
By Michael McGowan, BPI group