HFMtalentindex incorporates potential and Learning Agility into this traditional performance management technique.
The optimum effectiveness and efficiency of any organisation are determined by the extent to which its employees are dedicated, motivated and efficient. That is why it is critical for employers to help their people adapt and evolve as best as possible, especially in these uncertain times. Join the CHRO South Africa webinar at 2 pm on Thursday 29 October to find out about “360 degrees on steroids,” the strategy employed by HFMtalentindex to help organisations develop their people by aligning three critical components of potential, learning agility and performance.
While traditional 360-degree feedback is a well-established methodology used as part of performance management and career development, attendees of the webinar will hear about how to incorporate measures of potential and Learning Agility into this advanced methodology to create actually effective development, leading to better performing of the individual and organisation.
The employee receives guidance in choosing a number of development points and links actions to them. 360-degree feedback leads to concrete development results, linked back to potential to develop, as well as how to approach the development of competencies.
Jaintheran Naidoo, country manager at HFMtalentindex, will outline how this upgrade to 360-degree feedback on the performance of your employees is a gamechanger.
“Feedback is most useful when it is not only given by the line managers but all relevant stakeholders, on relevant criteria. Comparing feedback to innate potential identifies gaps, highlighting areas for development. Different people approach learning differently, and thus their agility, and most importantly self-awareness completes the puzzle for effective learning. This is directly linked to the neuroscience principals of enabling a growth mindset.,” says Jaintheran.
“When you combine the feedback from various feedback providers in a detailed strength-weakness analysis, you can compile a highly personalised comprehensive report on every individual through which you can facilitate a personal development plan based on the employee’s own perspective as well as that of their peers and line managers. These perspective are then further combined for the team, division and even organisational perspectives.”
Linda Roos, the head of human capital at ooba, will give insight into why she and her HR team championed this approach to 360-degree feedback, which is underpinned by the principles of neuroscience.
“We have learned how taking this approach to performance management gives the employee insight into their own personal qualities and areas for improvement and is thus an excellent basis for developing a personal growth plan for every one of our employees,” says Linda.
Lastly, Thato Matlala, an HR business partner at ooba, will present a case study outlining how upgrading a traditional performance review process with this novel 360-degree feedback approach and incorporating neuroscience principles, helped them transform the antagonistic qualities of traditional performance reviews into an effective individual and organisational developmental journey.
