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Continuous performance management a rich source of talent analytics
This article is part of the Business Information issue of August 2017, Vol. 5, No. 4
Denise Domian is a self-professed data geek: "I first came out of school as an accountant. I still love numbers, and I think they tell you a lot." Now she has plenty of data to pore over, thanks to the continuous performance management system she oversees as senior vice president of human resources at Bon-Ton Stores Inc. Four years ago, the department-store chain headquartered in York, Pa., decided to automate its paper-heavy process for continuous performance management, an increasingly popular approach that augments and sometimes replaces annual employee reviews with frequent coaching and feedback (see "Continuous performance management focuses on goals"). The company purchased cloud-based performance and learning modules from Cornerstone OnDemand that let employees and managers record annual evaluations, goals and individual development plans (IDPs), then monitor progress throughout the year. The package also supports succession planning and "social learning," in which employees share their expertise. "It really allows you a ...
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Features in this issue
Employers are trying health management, wellness and fitness apps, and other new HR tech tools to hold down healthcare costs and make employees happier.
Increased use of HR software for continuous feedback and goal setting gives companies more metrics to identify and nurture skills and improve employee performance.
AI is taking aim at the very people-oriented human resources profession. Expert Brandon Wirtz gives his take on why that's happening now and what it will mean for us all.
Important factors affect the adoption of mobile HR policies. Here are three key aspects to consider as employees access human resource features on mobile devices.
Columns in this issue
Data doesn't tell the whole story about employee performance and retention, but more companies plan to use workforce analytics tools to aid their staffing decisions.
Employing metrics and analytics to improve logistics, operations and forecasting is a good first step, but not enough. Your workforce is the most important resource to optimize.
What's a smaller needle in the haystack, finding the best job candidate or discovering what planet hosts intelligent life? A theory on the use of data is argued and debunked.