There’s a huge amount of commitment and resourcefulness across busy HR/ L&D departments, but also a heavy workload. Most teams are trying to implement a wide variety of initiatives aimed at improving practice around assessment, appraisal, morale, culture and performance.
There’s a lot of cross-over in processes being developed. There is plenty of scope for sharing what you’re working on, although how to achieve this isn’t always clear. With time pressures, it isn’t always prioritised, despite the opportunity this could present in terms of time saving.
It isn’t always clear what different initiatives will deliver. For instance, 360 feedback process can be costly and time-consuming, and the specifics on return on investment can be un-clear.
There are plenty of developments in the field, with pockets of progress on some areas which have traditionally been difficult to resolve, such as fair/relevant methods of assessment for promotions, objective appraisal or ‘career conversations’ processes, accelerated progression, and development planning.
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