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Talent management is an important function of the Human Resources department, concerned with attracting, developing, engaging and retaining productive employees. Using metrics to monitor HR departments has been practiced for a while and ensuring high performance talent management can become an important competitive advantage for a company. But what do baseball and talent management have in common?
There has been a long discussion about what does an organization, product or effort need to keep in focus: quantity versus quality. This all-baffling duality brings animosities, because it reflects different reasons, or rather, different facets of the same reason: how to get the maximum output in exchange for a certain input.
The Individual performance plan (IPP) is an instrument used to establish performance expectations and to support the performance evaluation of each employee. Employees how don’t know what is expected from them or how “performance” looks like, are more likely to be disengaged and less productive.
Non-discriminative policies, gender equity and women in leadership are all sensitive topics in today’s business world. Gender inequality issues have been discussed, arguments reiterated, some improvements made, yet there is still perceptible imbalance within this chapter.
One of the best ways to motivate high-performing employees is through an adequate, robust and fair bonus plan. This entails relating performance predictions and measurement to retribution, and establishing appropriate targets.
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