Nice employment branding video from Adidas. Doesn’t make me want to work there, but I’m not that sporty, so I’m not in the target demographic. I’m always sceptical of employment branding when it really appeals to me at first, but it’s pretty clear the actual experience of working there wouldn’t suit me.
After years of hoping and planning, I have finally arrived in New York for 2 years.
On the plus side, I’ve been lucky enough to have been able to bring my work with me. I hope to be able to provide my company’s unique consulting offering to an enormous new market. I’m learning business development fast…
On the down side, my wonderful partner has a similarly great opportunity to work in Chile for a while, so I have to be in New York on my own for now.
So right now I’m looking for an apartment, settling in to a new city, wondering “where does one buy a laundry bag you can take to the laundromat?” and trying to find my inner salesperson!
This is probably a deliberately cheeky title designed to get you reading, only to discover it’s not what you thought it would be about…
Recently, I was discussing the benefits of a particular Talent Management suite and mentioned that it included a “writing assistant” for manager comments on performance reviews. In essence, this means that suggested comments can be attached to different ratings against competencies in the system. The manager gives a rating and a standard comment is suggested. This helps managers when it comes time to write their comments on performance reviews as it at least gives them a starting point.
The person I was talking to asked an interesting question though. She wondered if it was helpful to the employee if all they got was a “canned” comment which wasn’t really relevant to them. Since one of the key purposes of a performance review is to help the employee to improve, perhaps the comment needs to be tailored to the individual rather than something generic.
I think the answer lies somewhere in the middle. Let’s face it, managers hate doing performance reviews. Anything we can provide to get them adding meaningful comments is better than nothing.
This article shows why it is so important to carefully question how things are done when automating processes with an ATS or talent management solution. There is no point in locking down processes which don’t produce results.
Working today at Commonweath Bank Place. I’d actually love to work in an office space like this. True hot desking with serendipitous meeting spaces, quiet rooms for phone calls, and a mix of open and cubicle style desks. I’ve been impressed by many work spaces, but none as much as this one.