Really, don’t do it.  You’ll regret it.  Besides, why would you want to create even more work for yourself and others?

Q1 of 2015 is upon us and you need to align with a system that does all those things you’re hearing performance review systems can do.

You know, like centralize tons of data, provide easy access to Users and allow you to pull critical employee performance info in seconds…like… ”Who submitted their reviews and who didn’t?”  We know, that’s a really good one.  You’re welcome

Sprigg’s online performance reviews are built on the best of HR Practices.  It shows users how to set goals, how to give feedback, and offers so much flexibility in site customization (making it all your own) and it’s super-simple to use!  There’s even a way to manage goal completion and time off requests – yep, we’ve thought of everything!

[vfb id=2]

Here are 10 very important quick facts about Sprigg online performance reviews:

1. It takes 20 minutes to show someone how to use it.
2. It’s loaded with “writing assistant” tools so the user can NEVER get lost.
3. It has a ton of flexibility allowing you super-simple on/off buttons so you can make the site your very own (even adding your company logo).
4. It comes with starter-kit info on a Competency Library.
5. It has an online help desk with live client support (included in your cost).
6. It has a cool social area that promotes spot recognition.
7. It takes 2 business days to implement. No, seriously…it does!
8. It has a cool pay-raise calculator where in seconds a manager can recommend a base-pay increase.
9. Sprigg is an acronym…Successful People Reviewing and Improving Goals and Growth…we know, it’s cool.
10. It’s beautiful, simple, clear and incredibly easy to understand and we guarantee it.

RIGHT NOW…

Sprigg is offering to waive the site set up fee and provide FREE online user training when you commit to purchase by January 30, 2015. 

We will work with you on your implementation timelines and even migrate your User data from the other crappy system you’re using right now.

www.sprigghr.com

Book a Demo – we’ll show you in 20 minutes what we’ve got. 

[vfb id=2]

The post GETTING YOUR PERFORMANCE REVIEW PROCESSES READY FOR 2015 appeared first on SpriggHR.

You’ll notice many of these titles were mentioned by us last year too. There are, however a few new players on this years list which we think will be making a big splash in the world of Human Resources!

Sprigg’s Pick: Must Read HR Content in 2015

Evil HR Lady: Evil HR Lady posts articles featuring her thoughts and musings on HR issues, often with real life examples, and also answers questions from and provides advice to HR professionals and people seeking guidance in dealing with their HR department.

The HR Gazette: Launched only last summer, The HR Gazette is already shaping up to be a fantastic new free resource for HR pros. Looking for news and opinion on employment law, recruitment, learning, strategy or HR tech? Look no further than the Gazette!

About.com Human Resources Blog: This About.com blog deals with various aspects of the HR industry from giving advice on how to advance your HR career, to dealing with different types of situations and employees.

HRreview: An old favorite of Sprigg. HRreview has been producing award-winning content for around a decade. Readership in 2014 soared as the title continued to attract new international HR decision makers.

Systematic HR: Systematic HR is a blog located on the point at which HR and technology intersect. The blog deals primarily with HR technology and innovations, keeping its readers up to date on the technology available and the best practices involved with its usage.

HR Bartender: HR Bartender is the blog of Sharlyn Lauby, an HR professional turned consultant. Sharlyn shares her insights on HR, but also on the workplace in general, and how to create the sort of culture necessary for a company’s success.

HR Minion: This is a light hearted blog about the experiences and insights of a lower level HR employee. HR Minion embraces some of the zany aspects of the field and shares some unorthodox opinions on ways to get things done around the workplace.

HR Hero: HR Hero is an collection of blogs from different authors all dealing with the employment law side of the HR business.

HR Ringleader: HR Ringleader strives to help HR employees think outside the box in every aspect of the business, from innovating HR-Employee-Client relationships, to giving advice on making presentations more interesting.

Lean HR Blog: Lean HR Blog posts interesting anecdotes that aptly illustrate the author’s points about the world of HR and provide HR employees and managers with a variety of important perspectives.

HR Today: Launched this month, HR Today makes our list not on past credentials but on the exciting possibilities it offers for new, affordable ways to access employment law and compliance information. Check out their latest posts and videos.

No Excuses HR: No Excuses HR is all about helping its readers take action, enabling them to change the workplace and company for the better by not putting off difficult decisions and dealing with important problems as they arise instead of allowing them to pile up.

Kimberly Roden: Kimberly Roden is a 25 year HR veteran turned consultant and her blog shares her valuable insights with HR professionals in every aspect of the industry.

Lance Haun: Lance Haun is a community director for ERE Media and a seven year HR veteran with an innovative perspective and the desire to share his insights and strategies with less experienced HR employees and managers.

Lisa Rosendahl: Lisa Rosendahl is a long time leader in the HR community, a writer with over 20 years of HR experience, her valuable insights are shared on her blog in addition to speaking at conferences and communicating her wisdom through other various mediums.

The HR Daily Advisor: The HR Daily Advisor is considered by many to be one of the most unique HR resources available. This blog features free daily updates on news and advice as well as providing daily tips to HR professionals around the world.

The post What’s Hot in 2015: Sprigg’s Pick of HR Blogs appeared first on SpriggHR.

People often ask Jilaine and the team what do we think are the best resourced and most supportive associations for HR pros in North America and beyond.

That’s why we decided it was high time to share our pick.  We hope that the following list helps you to drive performance and develop your HR practices.

Society for Human Resource Management (SHRM): The Society for Human Resource Management is one of the largest HR management associations in the world with more than 250,000 members in 140 countries. SHRM serves the needs of human resources managers and the interests of the HR industry.

The Human Resources Professionals Association (HRPA) is the professional regulatory body and the professional association for Human Resources professionals in Ontario. It oversees more than 20,000 members in 28 chapters across the province. It connects members with an unmatched range of HR information resources, events, professional development and networking opportunities and annually hosts Canada’s largest HR conference. In Ontario, HRPA issues the Certified Human Resources Professional (CHRP) designation, the national standard for excellence in human resources management and the Senior Human Resources Professional (SHRP) designation, reserved for high-impact HR leaders.

North American Human Resource Management Association: The North American Human Resource Management Association represents over 300,000 HR managers and the interests of the profession as a whole while also providing support and resources such as professional development programs.

National Human Resources Association : The National Human Resources Association was originally founded to support its members and advance the field of human resources and HR professionals by providing members with professional networking and career development opportunities.

Professionals in Human Resources Association: The Professionals in Human Resources Association is a California based association serving the needs of the over 170,000 HR employees in the state, very few of which are represented by any national association.

World Federation of People Management Associations: The World Federation of People Management Associations is a global organization designed to bring together HR professionals that are members of various national associations.

The post What Are The Best and Biggest HR Associations? appeared first on SpriggHR.

Q1 is traditionally a time of new hires and internal restructuring with SMBs.

Over the next few months your company, like thousands of others across Canada and the US will likely be looking to finalize budgets,  welcome new employees and recognize existing high performing team colleagues.

There’s no more important time, therefore, to ensure that you have the strategies, policies and tools in place to a) inspire employees and b) conslidate a performance culture based on merit and accountability.

We work with thousands of HR and Management professionals across North America to advise and supply them with the best possible software tools and processes to create clear employee development and metric-drive performance reports.

Why not get in touch with our team of Talent Management experts to understand how you create easier and more engaging processes to inspire employees and give your Board of Directors greater ROI?

The post New Year, New Ways to Achieve Better Employee Peformance appeared first on SpriggHR.

Other reward priorities for the next 12 to 18 months identified by respondents to the Compensation Planning Outlook 2015 include:

• Retaining employees
• Reviewing strategy and ensuring alignment with business objectives
• Connecting pay and performance
• Attracting high-caliber employees

The survey results, which reflect responses from 382 Canadian organizations, indicate that performance management policies are at the top of HR leaders’ agendas.  Retention and attraction of talent are key areas of focus for many organizations.

The poll suggests organizations are planning only moderate pay increases for 2015, says the Conference board. The survey findings indicate the average base pay increase for non-unionized employees is projected to be 2.9 per cent in 2015, in line with the 2.8 per cent increases delivered in 2014.

Most organizations are planning salary increases for 2015, with only two per cent anticipating a base salary freeze for all employees.

The average adjustment to salary structures for 2015 is 2.1 per cent (excluding zeroes). Only 11 per cent of respondents with salary range structures plan to hold their ranges constant in 2015, down from 19 per cent in 2014.

Read more at: conferenceboard.ca

The post Compensation Planning Outlook 2015 Gives Insight Into Fair Wages appeared first on SpriggHR.

When done correctly, with the appropriate mindset and the right software, performance management tools like the suite we offer at Sprigg, can offer big advantages to both the manager and the employee.

The question on the table now is why organizations would want to ask employees to participate in either employee performance evaluation or a performance management system. Good reasons exist for advocating the basic concept of the performance evaluation.

Where The Employee Performance Evaluation Fits

In some form, most organizations have an overall plan for business success. The employee performance evaluation process, including goal setting, performance measurement, regular feedback, employee recognition, and documentation of employee progress, ensures this success. The process — done with care and understanding — helps employees see how their jobs and expected contributions fit within the bigger picture of their organization.

The more effective evaluation processes accomplish these goals and have additional benefits. Documented performance evaluations are communication tools that ensure the supervisor and her reporting staff members are clear about the requirements of each employee’s job. The evaluation also communicates the desired outcomes or outputs needed from each employee’s job and defines how they will be measured.

Interested in learning more? Contact the Sprigg team today!

The post Why Should Companies Do Employee Performance Evaluations? appeared first on SpriggHR.

While employee performance evaluation systems take many forms from organization to organization, these are the components likely to be included. Some are more effective than others. But the goals for the employee performance evaluation system, or the appraisal process, or the performance management process are similar. The differences appear in the approach and the details. And, that can make all the difference in how the system is perceived by and carried out by employees.

To achieve the best results HR departments and Managers should embrace and work towards these core goals:

Clarity and Purpose

The employee and the supervisor are clear about the employee’s goals, required outcomes or outputs, and how the success of the contributions will be assessed.

Employee Development and Organizational Improvement

The goals of the best employee performance evaluations are also employee development and organizational improvement. The employee performance evaluation helps employees accomplish both personal development and organizational goals. The act of writing down the goals takes the employee one step closer to accomplishing them.Since goals, deliverables and measurements are negotiated in an effective employee performance evaluation, the employee and the supervisor are committed to achieving them. The written personal development goals are a commitment from the organization to assist the employee to grow in his or her career.

Documentation

Employee performance evaluation provides legal, ethical, and visible evidence that employees were actively involved in understanding the requirements of their jobs and their performance. The accompanying goal setting, performance feedback, and documentation ensure that employees understand their required outputs. In the event that an employee is not succeeding or improving in his job performance, the performance evaluation documentation can be used to develop a Performance Improvement Plan (PIP). This plan provides more detailed goals with more frequent feedback to an employee who is struggling to perform. The goal is improvement but non-performance can lead to disciplinary action up to and including employment termination.

Ratings

In many organizations numeric rankings are used to compare an employee’s performance with the performance of other employees. Numeric ratings are frequent components of these systems, too. In the old days these ratings were subject to questions of subjectivity. New transparent and metric-driven tools like Sprigg’s Cedar platform means that these concerns are a thing of the past!

Consistent, Regular and Non-Discriminatory

The employee performance evaluation provides evidence of non-discriminatory promotion, pay, and recognition processes. This is an important consideration in training supervisors to perform consistent, regular, non-discriminatory employee performance evaluations. The documentation of success and failure to achieve goals is a critical component of the employee performance evaluation process.

The post What Are The Goals of The Employee Performance Evaluation? appeared first on SpriggHR.

Here are a few action items we at Sprigg would suggest could help create a better pay structure:

Be clear about how you want to position your organization’s compensation offering relative to competitive market practice: While many organizations align their compensation with the market median, some may want to take a more- or less-aggressive positioning relative to market.

Review how your pay levels compare to market, using credible compensation surveys that are appropriate for your organization: Consider the types of jobs covered, as well as the organizations, industries and geographies represented in the data when selecting compensation data sources.

Adjust the ranges in your salary structure so they remain in alignment with competitive market practice: To ensure your compensation programs remain competitive, you need to stay on top of what’s happening in the market. That means doing your homework and getting the real story — even if it’s not what people want to hear.

For example, if you haven’t adjusted your base pay structure in a few years, it may seem like you’re paying well because employees may be high in their range. But if the market reference points in the structure aren’t aligned with current market practice, you may be sugarcoating a real problem that could lead to costly talent challenges in the near future.

When it comes to managing compensation, it pays to know how you align with competitive market practice. For more helpful insights into managing and recognizing your employees, contact the Sprigg team today!

The post Company Pay Practices: Getting It Right appeared first on SpriggHR.

Really, don’t do it.  You’ll regret it.  Besides, why would you want to create even more work for yourself and others?

You need to align with a system that does all those things you’re hearing performance review systems can do. You know, like centralize tons of data, provide easy access to Users and allow you to pull critical employee performance info in seconds…like… ”Who submitted their reviews and who didn’t?”  We know, that’s a really good one.  You’re welcome

Sprigg’s online performance reviews are built on the best of HR Practices.  It shows users how to set goals, how to give feedback, and offers so much flexibility in site customization (making it all your own) and it’s super-simple to use!  There’s even a way to manage goal completion and time off requests – yep, we’ve thought of everything!

[vfb id=2]

Here are 10 very important quick facts about Sprigg online performance reviews:

1. It takes 20 minutes to show someone how to use it.
2. It’s loaded with “writing assistant” tools so the user can NEVER get lost.
3. It has a ton of flexibility allowing you super-simple on/off buttons so you can make the site your very own (even adding your company logo).
4. It comes with starter-kit info on a Competency Library.
5. It has an online help desk with live client support (included in your cost).
6. It has a cool social area that promotes spot recognition.
7. It takes 2 business days to implement. No, seriously…it does!
8. It has a cool pay-raise calculator where in seconds a manager can recommend a base-pay increase.
9. Sprigg is an acronym…Successful People Reviewing and Improving Goals and Growth…we know, it’s cool.
10. It’s beautiful, simple, clear and incredibly easy to understand and we guarantee it.

RIGHT NOW…

Sprigg is offering to waive the site set up fee and provide FREE online user training when you commit to purchase by December 31, 2014. 

We will work with you on your implementation timelines and even migrate your User data from the other crappy system you’re using right now.

www.sprigghr.com

Book a Demo – we’ll show you in 20 minutes what we’ve got. 

[vfb id=2]

The post HAVE YOU GOT YOUR PERFORMANCE REVIEW DECISION MADE YET? appeared first on SpriggHR.

Jilaine had a fab time with host and HR thought leader Mark Franklin talking about how and why, with Bruce Croxon (Co-Founder of Lavalife and a star of CBC’s Dragon’s Den), she launched Sprigg, allowing easier, faster and metric-driven employee reviews

Listen to Jilaine

Last week, Shanna Landolt and Tim Baker were interviewed on the show about their career paths and the upcoming SocialHRCamp event led by Jeff Waldman.

Shanna Landolt, Tim Baker and Jilaine Parkes have all been guests on Mark Franklin’s CareerBuzz radio show

Sadly Jeff was taken ill and so couldn’t make the show so our very own Marketing Manager, Bill Banham, did a cameo to plug this month’s hottest HR ticket.

Not yet booked your ticket to SocialHRCamp? Learn more.

Mark Franklin and his team will be in attendance to meet and interview attendees and speakers.

http://careercycles.com/online-talent-management-plus-a-manifesto-for-reinventing-yourself

The post That Radio Interview! Remembering an Awesome CareerBuzz Show with Mark Franklin appeared first on SpriggHR.