Presented By: Andrea Goldberg | Webcast Aired: November 12, 2013
Learn how “disruptive” Social can empower a self-driven career development culture
Discover how organizations are evolving to meet new realities
Define the competitive advantages to being a social business
Identify the benefits of a social performance management system
Performance management has dominated HR as one of the chosen methods to both improve behavior and track progress toward strategic goals since Dr. Aubrey Daniels originally coined the term in the late 1970s, but we are beginning to see a shift to leverage the strengths of mobile and social in today’s workforce.
Tapping into social not only allows Talent Development leaders to foster teamwork, drive transparency and innovation with agility but also for individual contributors and teams to interact and engage to drive their own career development plans from the bottom, up. With Social Goals, leadership, line management, and employees alike can create, revise, and track goals among teams, departments, or the whole firm. Team members can receive 360 degree real time feedback and recognition leading to a more engaged workforce and have a clear connection between development and the needed learning. Social also allows for a more connected talent pool enabling employees to improve both the spread of knowledge and productivity.