Why Do You Need Effective Performance Management? How to Build One?

Shefali Vasave | January 10, 2022 | 9 views

What is Performance Management?

HR performance management is a type of organizational process that is used to evaluate the performance of an employee, group, or business unit. It can be a formalized process or an informal system. Performance management often includes feedback from the employees, managers and colleagues.

Performance management is a great way to identify developmental needs and set goals for employees to improve their performance in current and future positions. In a world where business is evolving rapidly in the face of a global health crisis, it is time to think of performance as a driver rather than as part of an organization. All of that is possible with an effective performance management process. An employee performance assessment includes:
  • Providing feedback to employees to help them understand how well or poorly they are performing: Giving feedback on both strengths and developmental areas
  • Setting goals for improvement
  • Evaluating progress towards goals and
  • Providing ongoing support for career growth


The Benefits of Implementing Effective Performance Management

There are many benefits to performance management. It is an essential part of any organization’s culture. It allows for employees to be clear on the organization’s goals, expectations, and how they are being evaluated. Performance management also allows employees to reflect on their performance and look for areas in which they can improve. The performance management process in HRM is also a way for employees to be aware of their strengths and weaknesses so they can focus on what they do best.

It has the power to affect the company's morale, productivity, and many other factors. The three main benefits of performance management are:
  • Promoting greater employee engagement
  • Ensuring that employees are performing at their best
  • Managing individuals to achieve organizational goals


“It’s critical that we have managers who see the potential, and the best in people, and who also have the skills to draw that out of them."

- Adrian Moorhouse, Managing Director at Lane4 Management Group.

Performance management is used to measure how well an individual or organization performs. Traditionally, this was done through an annual review process, but today, organizations are looking for more robust ways to measure performance. This has led to the emergence of performance management systems that incorporate continuous feedback loops and other tactics to get better insights on where employees need to improve.

The Drivers of Successful Performance Management

A successful performance management system is one of the most vital things in a workplace. It helps with motivation and productivity, lays out clear expectations, and makes the company a better place to work.

To make a company’s performance management system successful, it should be a part of its culture. It should also be flexible enough to address all employees’ needs and encourage them to achieve their goals.
  • An accurate appraisal of the employee's achievements and shortcomings
  • Development of a plan for improving weak areas
  • Monitoring progress towards achieving the goals set out in the development plan
  • Regular reviews to ensure that both parties are aware of the progress made

Performance management has found success when it focuses on continuous feedback from managers, employees, and peers about every aspect of their work lives. However, it also has to be fair by considering each person's strengths and limitations.

Companies can implement a successful performance management system by setting clear expectations. The company should communicate what is expected of the employee and what the company will provide.

For instance, the Fossil Group deployed a digital performance management process. The organization encouraged regular goal-setting to align with the company’s goals as closely as possible. The organization also had dedicated performance days when all work-related meetings and tasks were set aside for the day. The goal was to jump-start discussions among employees, managers, and teams about performance.


How to Build an Effective Performance Management System?

A successful performance management process is an ongoing process of evaluating the performance of employees. It entails the following steps:
  • Identify what the company’s goals for this year are
  • Make plans to help you achieve your goals
  • Measure your progress against those plans
  • Provide employees with feedback on their performance and help them improve
  • Follow up on feedback with coaching or more training based on individual performance as needed.


Conclusion

Performance management in HR is not just about taking stock of an employee’s work, but is also about providing a channel for discussing the areas that need improvement. It allows managers to give feedback and create a dialogue with their employees to improve themselves professionally. Performance management is a critical aspect of HR as it helps organizations identify and develop their high-potential performers.

It advises employees on what they should focus on in order to achieve their goals and objectives, both for themselves and for the organization. It also helps an organization identify priorities, whether those priorities are strategic or operational, and allocate its resources accordingly.


Frequently Asked Questions


What is the purpose of performance management?

A performance management system motivates and rewards employees for their contributions.


How is a performance review conducted?

The employee's manager conducts a performance review. The manager will meet with the employee to evaluate their performance in their position. The review process will include analyzing how well the employee has met the company's goals.


What types of feedback can be included in a performance review?

The best feedback provides constructive criticism and helps the employee become better at their job. This is why it must be specific, timely, and appropriate.
Some types of feedback that can be included in a performance review are: developmental coaching, formal mentoring, 360-degree feedback from peers, and customer satisfaction surveys.

Spotlight

KCS, Enterprises

KCS with more than 15 years of experience in the cleaning and staffing industry has been successfully providing quality staffing services to the Puerto Rico Tourism Industry. We are a unique culture, a distinctive style, and a service commitment towards providing staffing solutions to meet our clients needs. Addressing the who, where and when of your staffing needs. Whether a start-up project, emergency staffing, planned staffing, temp to hire, temp contract, or direct hire placement. We are your service partner, providing the talent that's right for you and your business.

OTHER ARTICLES
HR STRATEGY

Purposeful Employee Well-being: Making Data-based Decisions

Article | January 13, 2022

The pandemic uncovered several insights into the significance and connection between health, wellbeing, and productivity at work. Whether you work from home or in an office, without employee well-being, there is no organizational resilience. HR leaders are recognizing this bare truth and are focusing on more than just physical health. There is a push to promote holistic wellness, which includes physical, mental, social, financial, and psychological well-being. Employee Well-Being and the Modern Organization Studies have proved that employee well-being has a direct impact on revenue and profitability. It affects the overall employee morale, productivity, and employee experience. Focusing on employee well-being leads to a 41% drop in absenteeism, as well as more innovation, better retention, and lower healthcare costs. As workplaces have undergone much transformation in recent years, employees’ expectations from a health and wellness perspective have taken on a new shape. Forward-looking organizations are committing to developing meaningful initiatives that foster well-being in the workplace. Organizations do not intend to stop providing health coverage and benefits. They are proactively infusing well-being into the work culture, employee experience, and career growth as these factors are most likely to take precedence in the near future. In fact, according to a study by TeamStage, 78% of employees were more likely to continue working because they liked the benefits. In this context, data and a handful of key metrics will set the tone for HR professionals to deliver more value to their employees. Mapping the Metrics That Matter So what metrics will play a key role in bringing modern, employee-oriented wellness and health programs? According to a Paycor survey, 17% of HR professionals were able to provide a concrete response to changing their approach to well-being in 2022. Some initiatives include: Mental health awareness and training Discount on mental health apps Virtual exercise programs A 24/7 support helpline Employee Assistance Program (EAP) The first viable option is to implement a meaningful way to measure employee happiness in the workplace. For instance, international electronics giant Hitachi used wearable devices to monitor a range of activities, including sitting, standing, talking, and even typing, to create a measuring algorithm. Hitachi identified and pre-empted stressors and health concerns in the workplace by offering corresponding benefits. However, implementing benefits isn’t enough. Many employers are calculating employee interaction with their wellness offering through online portals. This key metric is used to determine whether or not employees are making the most of their benefits. In turn, this demonstrates their engagement levels with the company. Parting Words As the work landscape has shifted from the office to homes and job markets have become more volatile; stress, anxiety, and mental illnesses are mainstays of employee concerns. The pandemic underlined the importance of having a robust grip on employee well-being for organizations to be able to survive such drastic transformations. However, employee wellness has proven to be a cornerstone of sustainability and resilience all along. Organizations that hope to thrive and grow well into the future will need to highlight employee well-being as an integral part of their workforce strategy.

Read More
HR STRATEGY

How SMBs Can Configure a Revenue-Generating Recruitment Tech Stack

Article | January 25, 2022

Assembling a winning recruitment tech stack is much like recruiting the right candidate. You’re bound to find people who match some of your requirements. There will be a few candidates who seem like a match but don’t tick every box. Then there are those that stand out because of a single quality. The recruitment tech stack has long served the HR departments in large organizations to streamline their people management. However, for small businesses, using an HR tech stack can be a big decision. According to a study by Goldman Sachs, 44% of small businesses had only three months of cash reserves during the pandemic. This forced them to be smarter with their resources when it comes to staffing. HR Recruitment Tech Stack for SMBs: The Status Quo Considering how HR as a department can be loaded with work in small and medium-sized organizations, it is imperative to have a tech stack that is well-rounded and cost-efficient. Since 2022, small businesses have faced the brunt of a talent shortage during the Great Resignation. “It's about capitalizing on the tailwinds as the economy heals and fully reopens.” Courtny Cloeter, Chief Revenue Officer at OneSource Virtual Talk about the great resignation, retention problems, and underfunctioning tech stacks. A National Federation of Independent Business report found that over 51% of small businesses couldn’t fill all their job openings in October 2021. According to Oracle’s report on the state of HR tech stack in 2020, HR managers of only 33% of small businesses consider HR tech stack as one of their top three issues. In addition, only 31% of small business HR teams report automating their people management processes. This leaves a lot on the table for SMBs who want to get the most bang for their buck. How HR in SMB’s Can Use Recruitment Technology to Improve Profitability SMBs that currently have a non-existent HR tech stack can look forward to gaining immediate benefits. According to Oracle’s report, 66% of SMBs reported seeing a significant improvement in efficiency. But efficiency is just the first step. In the age of talent shortages, remote workplaces, and mass resignations, SMBs can leverage a tech stack or tech recruiting platform to develop a winning hiring strategy. Let’s discover some of the benefits that could do wonders for the growth and revenue of SMBs. Attract Top Talent It goes without saying that quality workers benefit an organization much more than average workers. But the contrast between the two can mean either savings or a loss of thousands of dollars for small businesses. A McKinsey study reveals that in low-complexity jobs, high performers are 50% more productive, while the difference is 800% for high-complexity jobs. Developing a robust recruitment technology stack can drive high-qualified candidates faster to SMBs. Improve Employee Experience Hiring top talent is just the beginning. You need to retain that talent to save on hiring costs. That’s where employee experience comes in. A case study by Great Place to Work demonstrates how essential employee experience is. Brains on Fire, a creative agency, used employee surveys to increase their engagement score from 74% to 92% in just two years. Armed with the data from the survey, the small business refined its hiring process and boosted trust and engagement exponentially. SMBs will benefit greatly from a tech recruiting platform that includes engagement initiatives in its stack. Increase Productivity Increased productivity means higher revenue. In fact, Harvard Business Review reports that organizations that report 40% more productivity than average also have a 30–50% higher operating margin. That makes a massive difference for small and medium-sized organizations. How SMBs Are Using Recruitment Technology to Overcome Talent Shortages Recruitment Marketing The battle for qualified candidates starts way before a job application comes in. Many small businesses are making inroads into quality talent pools with recruitment marketing. For instance, many recruitment marketing tools allow organizations to instantly advertise on premier job sites. This saves time and helps SMB HR teams reach more candidates faster. Recruitment marketing tools are critical in the HR toolkit of SMBs. AI in Recruitment Tech Stack AI is a cross-functional technology in HR processes. With AI in recruitment, small businesses can maximize both time and resources to automate areas of hiring, candidate screening, interview scheduling and performance management. Data analytics can help uncover crucial insights into challenges, which can then be addressed with AI-based HR solutions. Conclusion: What Can Small Businesses Anticipate in the Future of Recruitment Technology? With technology recruitment, small businesses learn to tackle everything from hiring talent, managing performance and productivity, and shaping employee engagement. With technology, recruitment becomes more functional, performance-driven, and efficient. Small businesses can script tailored HR strategies that get the most out of their resources and deliver impressive results like it did for Brains on Fire. As SMBs continue to adopt modern tech recruiting platforms as their go-to HR management solution, they can shift their efforts towards strategic scaling. With a recruitment tech stack that scales with growing businesses, SMBs can sit back and focus on what matters: driving revenue. Frequently Asked Questions What are the technologies used in a tech recruiting platform? Some of the technologies used to leverage recruiting platforms include artificial intelligence, applicant screening and tracking, recruitment CRM tools, video interviewing tools, and training platforms. Is recruitment CRM a part of a modern recruitment tech stack? Yes. Recruitment Candidate Relationship Management (CRM) is used as part of the hiring process. It is used to manage all aspects of staffing and recruitment. It helps to build relationships with the talent pool and create a seamless hiring process. What are the must-haves in a recruitment technology stack? The must-haves of a recruitment stack are employee referral tools, email automation, video interviewing, CRM, social media automation, and job posting.

Read More
HR STRATEGY

How Key HR Metrics Can Inform Business Decisions

Article | March 25, 2022

Numbers tell a story, and with analytics at the center of decision-making, businesses are increasingly turning towards data to uncover insights. When it comes to people, organizations are warming up to people analytics to find insights that go beyond operational efficiencies. Although workforce analysis in HR has become a coveted skill, can its insights be concrete enough to inform major business decisions? The Crucial Role of HR Data and Analytics in Business Decision-Making As the role of HR expands from being mere record keepers to helping organizations achieve business objectives, uncovering human resources metrics becomes critical. Achieving synergy between HR goals and organizational objectives is crucial. Key HR metrics can benchmark performances, identify KPIs, forecast requirements, predict employee tenure, and design new initiatives. In addition, they can be used to secure more resources for HR initiatives. “Hiring is still a very subjective process, and one size does not fit all.” - Arran Stewart, Co-Founder and CVO 5 Strategic HR Metrics to Follow Closely The right people metrics can reveal critical gaps and even uncover patterns that need to be corrected. In addition, key HR metrics can inform senior leaders about the overall health of HR practices. Time to Hire According to SHRM, 42 days is the average time it takes to fill a vacancy and costs $98 per day on average, in addition to other recruitment costs. Needless to say, time to hire has a crucial impact on costs. Improving the time to hire will have a cascading effect on the entire hiring process, including candidate experience, talent sourcing, and even training. Time to Productivity Time to productivity is the time it takes, on average, for your employees to become accustomed to their roles. The lower it is, the better it can mitigate the damage done by employee turnover. When a new hire joins an organization, they are not completely hands-on yet. This impacts the team’s performance as other team members have to fill the gap. Retention Rate Considering how expensive it can be to hire an employee, losing them is just as costly, whether they are high performers or simply the wrong fit. Bad onboarding practices, culture, and low engagement are some of the reasons that create flight risk. Improving retention rates can have a dual impact on both hiring and turnover, which can save millions of dollars. Absenteeism Many organizations continue to consider employee absences as part of their business. However, this keeps them from understanding the direct and indirect impacts of absenteeism. Tracking the nature of absenteeism will help design better leave policies. Revenue per Employee In the end, running an enterprise is all about revenue. The revenue per employee metric quantifies the quality of the hired workforce. An Expert Market report revealed that tech giant Apple ranks first, making an impressive $1,865,306 per employee. This demonstrates the organization’s productivity quotient in a tech economy. What C-Suites Can Achieve by Entwining Finance and HR A synergy between HR and finance isn’t unknown, although in most organizations, it comprises finance shooting down HR’s spending requests. By opening up association channels between the two departments, C-suites can make the most of workforce intelligence and important HR metrics. It can help reveal critical gaps in process costs and the impact of HR strategies on financials. By monitoring strategic HR metrics and adopting a data-driven approach, HR teams can connect with finance teams about business strategy. The key is to demonstrate the value of different types of HR metrics. According to a Gallup study, high employee engagement directly impacts profitability with a 21% increase. It also improves productivity by 17%. Such important HR metrics build a compelling case for finance to approve investment in employee engagement software and initiatives. Conclusion: Making a Business Case with Important HR Metrics Building a business case is a matter of communicating in the language of finance: numbers. Insights into workforce intelligence can be used in many ways. For instance, data analytics firm Nielsen used HR analytics to decode the organization’s employee retention metrics. It conducted a financial impact study that found every percentage point decrease in its employee attrition rate could save the firm $5 million in business costs. The organization then got to work devising impactful retention initiatives that resulted in a 2% decrease in employee turnover and a corresponding savings of $10 million in costs. This is just one example of how HR teams can bring finance teams on board to develop HR initiatives and align with business strategies. Frequently Asked Questions How can an organization measure the importance of HR strategies? A combination of mapping important HR metrics and using predictive analytics for forecasting their effectiveness can help HR build a compelling case for the effectiveness of their strategies. What are the different types of HR metrics? The three types of key HR metrics include recruitment, performance, and HR cost. What is the most effective way to use HR metrics? Human resources metrics can be used to get insights but can also be used for benchmarking and predicting future performance and strategies.

Read More
HR ANALYTICS

4 Powerful Examples of HR Data Analytics in Action

Article | April 25, 2022

Data Analytics Applications That Are Positively Impacting HR Data analytics has some critical and timely applications in people management. According to SageHR, global data and business analytics revenues have grown by about 36% in just four years. The importance of HR analytics can be felt today more than ever in everything from attracting and onboarding talent to boosting employee morale. Diversity, Equity, and Inclusion It is possible to leverage HR data management to improve the diversity quotient of an organization. For example, companies can expand their candidate search with big data and present a clear picture of pay structures to uncover bias and create more diversity. Training and Development Skill gaps are a significant aspect of core HR responsibilities. Human resources analytics aims to dive deep into the organizational skill structure and draw insights that can help HR shape better learning and development initiatives. “Now AI, blockchain, robotic process automation, and machine learning provide opportunities to leverage technology to improve efficiencies for organizations and the HR experience for individuals.” - Scot Marcotte, Chief Technology Officer at Buck In addition to these crucial areas of HR management, data analytics in HR is driving growth and transformation across the human resources landscape. Let’s look at some of the ways industry leaders are using it to impact key HR metrics. Tackling Employee Turnover at HP With over 300,000 employees, Hewlett-Packard (HP) could not afford to dismiss HR data analytics as part of its efforts to retain employees. A turnover rate of 20% wasn’t unheard of in the organization’s sales division. HP naturally aimed to increase the average amount of time people stayed. Employees who leave an organization are leaving with their knowledge base, network, and even customers at times. For a company like HP, this means a loss of millions of dollars. With data scientists at the helm, the HR data analytics team took up the task of identifying employees who might be at risk of leaving. The exercise revealed several intricacies that would allow managers to build better retention strategies. For instance, if a promotion didn’t come with a significant raise, promoted employees were at a high risk of leaving. Siege reported that HP saved an impressive $300 million with data analytics in HR. People Analytics at Every Step at Google Google is the youngest firm in a league of industry leaders who attribute its success to having decades of history and reputation. Google owes much of its success to people analytics and data analytics in HR. The firm’s people analytics team reports directly to the VP. With predictive analytics, Google identifies hiring problems like salespeople leaving the company if they haven’t gotten a promotion within four years. In pursuit of better retention, Google has also developed an algorithm to predict which employees will be difficult to retain. In addition, the search giant uses analytics to analyze rejected resumes, so no top-notch candidates fall through the crack. The company has used data analytics to compare the value of top performers versus average ones to enable HR leaders to make a business case for better resources to hire, retain, and develop talent. Boosting Hiring Decisions with Facebook “The great thing about data is that it gives you a comprehensive view of the organization. It’s just not possible to get this 360-degree look on our own for most organizations.” -Alex Fink, VP of People Analytics and Workforce Strategy at Facebook Social media has long been used by companies to supplement screening and background checks. But can a platform like Facebook be used to predict personalities and work performance? A study by Kluemper, Rosen & Mossholder thinks so. The hiring rate provided by participants based on Facebook profiles in this study predicted a manager-rated job performance of 8%. Although a standard personality test delivers a higher predictive value than this, studies have shown that multiple predictors like IQ tests, interviews, and personality quizzes contribute to the most accurate predictive models for future work performance. Adding a Facebook personality test might just be the edge needed to predict job performance. Increasing Employee Retention at Nielsen Organizations using HR data management and analytics have seen a major breakthrough in employee retention. Data analytics firm Nielsen was among the first to do that. One of its financial impact studies found that a percentage point decrease in employee attrition leads to a whopping $5 million drop in business costs. Guided by these statistics, Nielsen’s data analytics team succeeded in identifying 120 key employees at risk of leaving. By running multiple programs to arrest the retention rate, Nielsen was able to reduce employee attrition by two percentage points and save $10 million. Conclusion: How Can Human Resources Analytics Continue to Be a Game Changer The importance of HR analytics is undisputed. These examples clearly demonstrate the business case for using data analytics applications in HR and using them to predict performance, identify patterns, and eventually develop HR management strategies. It helps to identify negative patterns and course-correct work strategies to maximize resources. From optimizing day-to-day HR operations to attracting top-notch talent to delivering a positive employee experience, HR data analytics is helping build agile HR processes. Frequently Asked Questions What are the areas of data analytics in HR? HR data analytics include descriptive, predictive, diagnostic, and prescriptive analytics. Who is responsible for HR data management and analytics? As data grows in importance, the role of HR expands to include data analytics skills as an integral part of them. HR analysts typically use data to draw actionable insights. What metrics are used to analyze HR data? Key metrics like absenteeism rates, overtime expenses, training expenses per employee, productivity, and employee happiness are the most significant data points in HR.

Read More

Spotlight

KCS, Enterprises

KCS with more than 15 years of experience in the cleaning and staffing industry has been successfully providing quality staffing services to the Puerto Rico Tourism Industry. We are a unique culture, a distinctive style, and a service commitment towards providing staffing solutions to meet our clients needs. Addressing the who, where and when of your staffing needs. Whether a start-up project, emergency staffing, planned staffing, temp to hire, temp contract, or direct hire placement. We are your service partner, providing the talent that's right for you and your business.

Related News

HR STRATEGY,EMPLOYEE BENEFITS

The Execu|Search Rebrands, is Now Called Tandym Group

The Tandym Group | June 28, 2022

The Tandym Group has replaced The Execu|Search Group as a top provider of workforce solutions, contract staffing, consulting, and recruitment services with offices across the United States. The company's strong growth history and status as a national staffing and consulting partner to clients and candidates across a wide range of industries led to the name change, which came after a thorough rebranding exercise. "Our rebranding is more than a new name, logo, and color palette. It's an opportunity for us to better communicate our strategic vision and the ways in which we support our clients in navigating the constantly changing and demanding labor and business markets. We have grown over the last three decades, diversifying and deepening our expertise while expanding into a national footprint. Through this evolution, we've always worked alongside our client and candidate partners with a consultative approach—and our brand needed to reflect that. Our new name perfectly aligns our identity with the highly personalized service our clients and candidates expect from us." - Larry Dolinko, CEO, Tandym Group In an increasingly complicated skilled workforce environment, the organization works in tandem with clients and applicants alike. The new brand highlights this collaborative, highly adaptable, and solutions-oriented approach. With a concentrated focus and resources synchronized with a shared corporate objective, the rebranding integrates all business verticals—Tandym Health, Tandym Life Sciences, Tandym Pro, and Tandym Tech—under a single identity. "Today is a landmark event for our company. Our name served us well for many years, but it was time for our brand to catch up to who we are today and where we are going in the future. The new brand represents our mission, vision and values, which center around serving our clients as a true partner, helping them accomplish their goals." Kyle Mattice, Chief Commercial Officer, Tandym Group "Our rebranding is rooted in our continued commitment to our clients and the renewal of our corporate vision. The name 'Tandym' captures the concepts of interaction and connectedness, core to our capabilities and a reflection of our priorities." Charles Heskett, Tandym Group's Executive Chairman

Read More

HR STRATEGY

MeridianLink Platform TazWorksTM Announces Tech Partnership with UKG

MeridianLink | June 22, 2022

MeridianLink’s premier employee background screening platform, TazWorksTM, announced that it has entered into a technology partnership with UKG, a prominent HR, payroll, and workforce management solutions provider. UKG is one of the largest collaborative partner networks for the Human Capital Management (HCM) industry that aims to help organizations improve business outcomes by enhancing employee experiences. Working with UKG adds another benefit for our clients by having both the UKG Ready and UKG Pro integrations available within the TazWorks platform. Through this partnership, our clients can now take full advantage of the potential that UKG offers to their customers. This is a very exciting time for MeridianLink and our network of CRAs.” Wesley Zauner, Vice President of Product, MeridianLink The partnership will enable TazWorks clients to access UKG HR’s functionalities and refine the compliance process while increasing efficiency. In addition, Consumer Reporting Agencies (CRAs) on the platform will be able to partner with UKG to deliver background verification services through the UKG Marketplace itself. At UKG, we strive to create lifelong partnerships with our customers by helping them create modern, meaningful people experiences to drive better business outcomes and anticipate employee needs beyond just work. By cultivating a highly engaged ecosystem of technology partners, including MeridianLink’s TazWorks, we’re able to help create a more seamless and empowering technology experience.” Mike May, Vice President of Technology Partnerships, UKG

Read More

HR STRATEGY

TALENT SYSTEMS® ACQUIRES eTRIBEZ CASTING PLATFORM AND STAFF ME UP

Talent Systems | June 20, 2022

Talent Systems®, the software provider for casting and auditioning that connects talent and their representatives with casting directors, has acquired the eTribez Casting Platform, becoming the leading source worldwide for reality television talent casting. It has also acquired Staff Me Up, the leading production crew professional network with a heavy focus on unscripted productions. With these additions, Talent Systems can provide unscripted shows with all of the tools they need to fully cast and crew their productions. The eTribez Casting Platform, previously led by eTribez CEO Eli Abayan, has been used to cast some of the most recognizable reality shows around the globe, including "Survivor," "Big Brother," "Idol," "Love Island," and "MasterChef." Staff Me Up, led by CEO Jared Tobman, is the top professional network for hiring qualified crew members and creatives and also developed Coded for Inclusion, which works with diversity advocacy organizations and studios, including A+E Networks, Warner Bros. Discovery, Banijay Americas and Amazon Studios, to improve inclusive hiring for historically underrepresented groups. "These acquisitions extend the Talent Systems offerings into the reality TV vertical through both talent casting and crew staffing, We are also excited to continue to grow and support Coded for Inclusion in collaboration with the Staff Me Up team." -Talent Systems Co-CEOs Alex Amin and Rafi Gordon. More than 8 million people have registered with the eTribez Casting Platform. This end-to-end software offers talent a secure front-end registration system, and helps casting directors, production companies, and networks manage the tens of thousands of applications one reality show may receive. Staff Me Up connects 350,000 crew freelancers to exclusive production jobs at more than 3,000 networks, studios and production companies, and its staff of nine will join the Talent Systems team. Later this year, the eTribez Casting Platform will be rebranded under the Talent Systems portfolio while eTribez will continue to independently run its separate Production Management Platform. In the coming months, Staff Me Up will expand its hiring and networking platform, which currently focuses on unscripted crew, into scripted TV and film production. Talent Systems is the parent company of Cast It Systems, Casting Networks®, Spotlight, Casting Frontier, and Modasphere. These platforms, along with the eTribez Casting Platform and Staff Me Up, will continue to operate independently while leveraging each other's technology.

Read More

HR STRATEGY,EMPLOYEE BENEFITS

The Execu|Search Rebrands, is Now Called Tandym Group

The Tandym Group | June 28, 2022

The Tandym Group has replaced The Execu|Search Group as a top provider of workforce solutions, contract staffing, consulting, and recruitment services with offices across the United States. The company's strong growth history and status as a national staffing and consulting partner to clients and candidates across a wide range of industries led to the name change, which came after a thorough rebranding exercise. "Our rebranding is more than a new name, logo, and color palette. It's an opportunity for us to better communicate our strategic vision and the ways in which we support our clients in navigating the constantly changing and demanding labor and business markets. We have grown over the last three decades, diversifying and deepening our expertise while expanding into a national footprint. Through this evolution, we've always worked alongside our client and candidate partners with a consultative approach—and our brand needed to reflect that. Our new name perfectly aligns our identity with the highly personalized service our clients and candidates expect from us." - Larry Dolinko, CEO, Tandym Group In an increasingly complicated skilled workforce environment, the organization works in tandem with clients and applicants alike. The new brand highlights this collaborative, highly adaptable, and solutions-oriented approach. With a concentrated focus and resources synchronized with a shared corporate objective, the rebranding integrates all business verticals—Tandym Health, Tandym Life Sciences, Tandym Pro, and Tandym Tech—under a single identity. "Today is a landmark event for our company. Our name served us well for many years, but it was time for our brand to catch up to who we are today and where we are going in the future. The new brand represents our mission, vision and values, which center around serving our clients as a true partner, helping them accomplish their goals." Kyle Mattice, Chief Commercial Officer, Tandym Group "Our rebranding is rooted in our continued commitment to our clients and the renewal of our corporate vision. The name 'Tandym' captures the concepts of interaction and connectedness, core to our capabilities and a reflection of our priorities." Charles Heskett, Tandym Group's Executive Chairman

Read More

HR STRATEGY

MeridianLink Platform TazWorksTM Announces Tech Partnership with UKG

MeridianLink | June 22, 2022

MeridianLink’s premier employee background screening platform, TazWorksTM, announced that it has entered into a technology partnership with UKG, a prominent HR, payroll, and workforce management solutions provider. UKG is one of the largest collaborative partner networks for the Human Capital Management (HCM) industry that aims to help organizations improve business outcomes by enhancing employee experiences. Working with UKG adds another benefit for our clients by having both the UKG Ready and UKG Pro integrations available within the TazWorks platform. Through this partnership, our clients can now take full advantage of the potential that UKG offers to their customers. This is a very exciting time for MeridianLink and our network of CRAs.” Wesley Zauner, Vice President of Product, MeridianLink The partnership will enable TazWorks clients to access UKG HR’s functionalities and refine the compliance process while increasing efficiency. In addition, Consumer Reporting Agencies (CRAs) on the platform will be able to partner with UKG to deliver background verification services through the UKG Marketplace itself. At UKG, we strive to create lifelong partnerships with our customers by helping them create modern, meaningful people experiences to drive better business outcomes and anticipate employee needs beyond just work. By cultivating a highly engaged ecosystem of technology partners, including MeridianLink’s TazWorks, we’re able to help create a more seamless and empowering technology experience.” Mike May, Vice President of Technology Partnerships, UKG

Read More

HR STRATEGY

TALENT SYSTEMS® ACQUIRES eTRIBEZ CASTING PLATFORM AND STAFF ME UP

Talent Systems | June 20, 2022

Talent Systems®, the software provider for casting and auditioning that connects talent and their representatives with casting directors, has acquired the eTribez Casting Platform, becoming the leading source worldwide for reality television talent casting. It has also acquired Staff Me Up, the leading production crew professional network with a heavy focus on unscripted productions. With these additions, Talent Systems can provide unscripted shows with all of the tools they need to fully cast and crew their productions. The eTribez Casting Platform, previously led by eTribez CEO Eli Abayan, has been used to cast some of the most recognizable reality shows around the globe, including "Survivor," "Big Brother," "Idol," "Love Island," and "MasterChef." Staff Me Up, led by CEO Jared Tobman, is the top professional network for hiring qualified crew members and creatives and also developed Coded for Inclusion, which works with diversity advocacy organizations and studios, including A+E Networks, Warner Bros. Discovery, Banijay Americas and Amazon Studios, to improve inclusive hiring for historically underrepresented groups. "These acquisitions extend the Talent Systems offerings into the reality TV vertical through both talent casting and crew staffing, We are also excited to continue to grow and support Coded for Inclusion in collaboration with the Staff Me Up team." -Talent Systems Co-CEOs Alex Amin and Rafi Gordon. More than 8 million people have registered with the eTribez Casting Platform. This end-to-end software offers talent a secure front-end registration system, and helps casting directors, production companies, and networks manage the tens of thousands of applications one reality show may receive. Staff Me Up connects 350,000 crew freelancers to exclusive production jobs at more than 3,000 networks, studios and production companies, and its staff of nine will join the Talent Systems team. Later this year, the eTribez Casting Platform will be rebranded under the Talent Systems portfolio while eTribez will continue to independently run its separate Production Management Platform. In the coming months, Staff Me Up will expand its hiring and networking platform, which currently focuses on unscripted crew, into scripted TV and film production. Talent Systems is the parent company of Cast It Systems, Casting Networks®, Spotlight, Casting Frontier, and Modasphere. These platforms, along with the eTribez Casting Platform and Staff Me Up, will continue to operate independently while leveraging each other's technology.

Read More

Events