BLOOM® enables Human Resources managers to get rid of the countless spreadsheets they likely use to track information and to instead manage roles -- including descriptions, education and training requirements, and now Key Resource Areas (KRA) -- in a centralized, web-based location. When it comes time for an employee’s review, BLOOM® pulls in the person’s corresponding KRA and other applicable data that their supervisor will rate as appropriate.

Dealing with conflict takes self-awareness, respect, careful listening, honesty, and structured dialog in order to be positively resolved. Disrespect breeds an unhealthy approach conflict.

At Insight, it’s no question what tool yields the most useful assessments: the Kolbe Wisdom™ system. We’ve used Kolbe for over twelve years now because it’s different from the other indexes; it neither seeks to identify personality style (affective) nor to measure intellect (cognitive), either of which the majority of other tools seek to do.

In his book, The Manager’s Book of Questions: 1,001 Great Interview Questions for Hiring the Right Person, John Kador identifies seven types of questions that serve specific purposes in a job interview:

The keys to understanding and implementing a unique competitive advantage are to define your organizational goals and expectations and to know your people and support their growth. Integrating these two ideas is a powerful, effective method for increasing efficiency, improving performance beyond your expectations, and as a result retaining your best people.

A common question we receive by employees is "what should I share in the comments of my review form".  Good question!

A recent Gallup study shows that one in 10 managers do have the talent/skills to be a great manager. We believe this is in great part because they have not been properly mentored on the key practices required to inspire and engage their teams.

A performance management system like BLOOM aligns your business objectives with employee goals. It enables employees and managers to keep track of goals and performance, and it enables HR to identify top performers as well as employees who are at or below average.

When CEOs model the way for effective talent management you see successful system implementations and results. This includes defining clear expectations, setting individual development goals, conducting performance reviews on time, coaching and mentoring individuals, and holding managers accountable to fulfilling the same performance.

Reviewing publicly traded companies, the study’s findings also revealed that companies are redefining the CEO role—separating it from the Chairman of the Board and often moving the former CEO into the Chair position. One advantage to such an arrangement is the deep knowledge the Chair can offer the current CEO.

It’s relatively easy to recite pieces of performance reviews without really thinking about the function they serve or the value they provide. The purpose of performance management is to align employee efforts with business strategies for accurate performance evaluation and feedback for success.

Talent pooling enables you to establish a clear profile and clear expectations so that you can explore possible candidates for key positions, future positions, and positions that are often replicated in the organization.