One Page HR

Not so long ago, I had a couple entries (here and here) about the problems with performance reviews, and some possible fixes. In a nutshell, my position is that this process should be blown up.

So the other day, at the 10th Annual New Jersey Organization Development Sharing Day conference, I truly enjoyed the keynote talk given by Marc Effron, Global VP of Talent Management for Avon. Especially the parts about blowing up HR processes that weren't working.

In his highly engaging presentation, dubbed One Page Talent Management, Effron described one HR process after another that he and his team ripped out and replaced with processes that were:

- built with client input
- designed to address business needs
- and as simple (i.e., easy to use) as possible

If there was a way to get it down to one page, he strove to do so.

For example, the new performance review is one page. There is a space for three goals. Beneath that, a space for two competencies. That's it.

Effron's position is that 3 or 4 goals per year is enough. Any more undermines focus, and your efforts get diffused. And while there may be many important competencies relevant to your job, you can only work on 1 or 2 at a time, so pick the two that are most critical to the goals you have for a given period.

Effron is so passionate about this business-centered approach to HR that he is starting a Talent Management network...and perhaps a movement.

Posted by Terrence Seamon, May 4, 2008

Comments

Anonymous said…
That's really interesting, Dad. I like your 3 points: trust, collaboration, and risk taking. Those sound like the 3 most important factors of being in the band at this point. Maybe I'll share that with them at practice today...

-Dave
Terrence Seamon said…
Thanks, Dave. Glad you stopped by and left a comment.
Dad

Popular posts from this blog

Soft Skills vs Hard Skills?

Does This Make Any Sense to You?

The Way to Build a Better Company