Food and beverage manufacturers today face a host of challenges— SKU proliferation, more frequent line changeovers, finding and retaining skilled employees — all while handling the day-to-day challenges of keeping the line running smoothly in the first place.
This demand for continuous improvement has plant managers and line engineers examining every aspect of the production and packaging line for ways to squeeze every bit of performance from every machine, every process, and every employee
This white paper from Domino takes a look at how conducting a value stream analysis with a third-party provider can uncover a wide array of opportunities to improve productivity and efficiency. From freeing up labor and reducing errors to shortening changeover time and sharing critical operational knowledge among all stakeholders, a value stream analysis provides a collaborative opportunity to learn and discover new ways to boost productivity without major equipment investments.
We know it is easy for small businesses to fall into the trap of treating compensation performance as "something to worry about when we get bigger." The fact is, organizations of all sizes need to attract, retain and motivate employees, and compensation is a critical element in any strong talent strategy.
Download your complimentary copy of our "Top Ten Compensation Mistakes Made by Small Businesses" today to discover:
1) Common compensation mistakes made by small business
2) How to avoid the small business traps
3) How to ensure that your pay plan supports your business objectives
Employee management tools that are paper-driven and spreadsheet-oriented are no longer viable workforce development strategies. The modern worker wants performance evaluations to be goal-oriented and feedback-focused, with learning opportunities that are self-driven and personalized to their own career aspirations. Combining Performance with Learning helps employees and managers create meaningful career-building plans that lead to bottom line growth.
Retaining a high-performing workforce requires closing the skills gap and developing each employee, from hire to retire. Realize the benefits of better performance and higher productivity with these five strategies for creating an effective learning strategy.
Manual performance reviews are rarely a welcomed activity for managers. Not only are you under the wire to submit all your employees’ reviews on time, but you’re also faced with hours and hours of recalling each employee’s performance details throughout the last few months.
For many medium size businesses, finding the time to proactively manage employee performance is difficult. The emphasis is more often on increasing revenues and achieving stability, especially in the early days. However, as businesses grow, the need for improving staff engagement, productivity and loyalty becomes increasingly important.
As much as we try to avoid it, performance reviews seemingly boil down to last minute gathering of notes and memories, prodded by HR chasing you down to meet deadlines.
Sound familiar? The cycle can be broken. In our latest ebook, learn about 5 strategies that help you have a more effective performance review season. Learn how to:
• align employee goals to company goals
• provide continuous feedback and coaching
• tie performance reviews to learning opportunities
• use all of the data collected to make informed and actionable decisions
Avoid the performance review spiral, download “5 Strategies for More Effective Performance Reviews” today!
62% of employees say they don’t see changes occur from feedback they give during performance reviews.
Performance reviews help companies and managers evaluate an individual’s performance, but what they don’t do is help employees improve and grow. Why? Performance reviews must go beyond talk of achievements and shortcomings and take steps to offer opportunities and solutions for employees.
In this quick, two-page guide, you’ll learn about:
• Why performance reviews need a follow-up development plan
• Give employees greater career satisfaction by understanding their career path
• The power of specific and actionable goals in performance reviews
• How data can help you set employees up for success
• Why learning and development is necessary to transform your workforce
Get your copy and learn how to leave your employees empowered.
31 percent of millennials reported that they would leave their current position due to lack of learning opportunities.
Younger generations are expecting more out of their work experience, which is making it harder to attract and retain top talent. We’re in the middle of a new era in terms of the way employees work and learn.
Bottom line? Learning content is one of the most significant investments when it comes to employee experience and it’s time for your company to step up to the plate.
Download our quick-guide on “4 reasons you should invest in a learning content strategy.” You’ll learn how it can change the way your company:
• attracts top talent
• onboards and attracts top talent
• retain hard-won talent
• achieve your business goals
Get your copy today.
58% of executives believe their current performance management approach neither drives engagement nor leads to high performance. It’s high time to make some changes and adapt performance management strategies to better reflect the changing dynamics of the modern workforce and ensure employees reach their potential.
Check out “10 Counterproductive Performance Management Assumptions You're Still Making” and see how you can improve your talent development initiatives to increase the productivity and impact of your employees. In this ebook, we'll touch on:
• how goals are set and achieved
• flaws and biases in manager's assessments
• what truly motivates employees
• and more
Download your copy and get started!
The majority of training and performance management processes don’t lead to more skilled and productive employees. So what’s different about the ones that do?
Download our brief, “The Absolute Must-Do’s to Build an Agile Organization”, and learn:
• How to increase employee productivity by 37%
• What separates world-class learning and performance from ho-hum
• Real business examples of this in action
We have a world of technology at our fingertips, but is it actually leading to stronger, more agile organizations? How do these new tools serve as the catalysts for more productivity and greater executions of companies’ larger marketplace ambitions? In the brief "4 Trends Redefining Performance Management,” we cover:
1. Embracing the Digital Transformation
2. Rethinking Performance Management
3. Rising Employee Engagement
4. Business Insights
Download the brief to learn how you can expand HR's role in boosting company success.
"Retaining a high-performing workforce requires closing the skills gap and developing each employee, from hire to retire. Realise the benefits of better performance and higher productivity with these 5 strategies for creating an effective learning strategy:
• Connect Employee Development with Learning
• Align Learning with Business Goals
• Deliver Learning with Expert Content
• Train to your Audience
• Track Completion & Certifications
Download the brief now to learn more about these 5 strategies and the results you could achieve by implementing these strategies today!"
"Are performance reviews more time consuming than useful? Do your employees and your organisation actually benefit from them? Well they should, and if done right, they will.
In this brief, you'll learn 6 common excuses that companies make for not adopting a cloud-based tool, and the best practices for overcoming these challenges. Learn how reviews can:
• Motivate managers and employees
• Create better managers (not better reviewers)
• Improve team performance
• Contribute to organisational knowledge"
"A continuous performance management culture boosts revenue by 70% - so how can you build a culture of it to maximize growth? Download this brief to discover the benefits to creating a culture of continuous performance management.
90% of employees think annual reviews aren’t accurate, so how can managers flip the script and deliver more meaningful, growth-focused performance evaluations?
Learn why making performance management a continuous process, not a yearly or semi-yearly one, leads to more revenue and a more powerful workforce.
This guide will show you:
* Why you should make performance reviews ongoing
* How to align employee goals with the organization’s vision
* The positive impact training has on the bottom line "
"Today’s workforce has become more dynamic than ever. Is your performance management strategy caught up to the times? Traditional performance management strategies often alienate employees, inhibit growth, occur too infrequently, and produce a nightmare of paperwork. Check out these five simple talent management trends that can help you streamline your performance initiatives:
• Reduce or eliminate documentation
• Focus more on coaching and development
• Move toward guidance vs. guidelines
Download 5 Easily Adoptable Trends in Performance Management and learn how to enable managers to create an honest, open, and free-flowing approach to performance management. Get higher engagement and greater productivity from your employees by following these trends. "
Digital transformation isn’t a technology or a product. Rather, it’s a philosophy for using digital assets to change the way an organization runs. It involves realigning technology and modifying business processes to better engage employees, customers and other constituents of the extended enterprise. Digital transformation significantly improves the performance and reach of an enterprise and has become a top priority for IT and business leaders across the globe.
There is no time like the present to come up with an improved strategy for employee retention and development. It is critical for you as supervisors and managers to engage employees effectively if you don’t want your top talent to look for opportunities elsewhere to grow in their careers. Help your employees do their best work by removing obstacles, recognizing valuable contributions and promoting creative approaches to career advancement. Take action to retain employees: authorize them to make decisions; initiate conversations about performance, be transparent; and provide guidance during times of change or uncertainty.
Unified talent management is a term used for talent management software solutions that handle all pieces of the talent lifecycle in a single platform that shares data across all aspects of an employee’s career.
Unified talent management technology solutions can help organizations define and use the same criteria for selection, performance management, and development planning, providing visibility into the entire talent pool.
For many medium size businesses, finding the time to proactively manage employee performance is difficult. The emphasis is more often on increasing revenues and achieving stability, especially in the early days. However, as businesses grow, the need for improving staff engagement, productivity and loyalty becomes increasingly important. It is at this critical stage that Performance Management can mean the difference between businesses that experience sustained growth and those whose momentum falters.
Manual performance reviews are rarely a welcomed activity for managers.
Not only are you under the wire to submit all your employees’ reviews on time, but you’re also faced with hours and hours of recalling each employee’s performance details throughout the last few months.
Employee management tools that are paper-driven and spreadsheet oriented are no longer viable workforce development strategies. The modern worker wants performance evaluations to be goal oriented and feedback-focused, with learning opportunities that are self-driven and personalized to their own career aspirations. Combining Performance with Learning helps employees and managers create meaningful career-building plans that lead to bottom line growth.
Retaining a high-performing workforce requires closing the skills gap and developing each employee, from hire to retire. Realize the benefits of better performance and higher productivity with five strategies for creating an effective learning strategy
HR’s role varies from cheerleader to counselor to Chief Culture Officer- we get it! Tracking employee data in spreadsheets is a headache you don’t have time for, we make it simple- to free you up for more meaningful work. Watch the webinar!