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Whether you prefer to call it ‘down sizing’, ‘right sizing’, ‘restructuring’ or simply making redundancies, organisations continue to shed staff in an attempt to deal with the economic slowdown. For those who have to make the difficult decision of who to keep and who to let go, the importance of objective information on which to base these decisions will be all too apparent. But how many organisations have this information readily available and, if they do, it can be times like this that really lead us to question the quality of this information. We can readily rely on the usefulness of psychometric tests during selection, but they should not be used when we have information on actual job performance. In the case of redundancies we have (or at least should have) information on how employees perform and need to base our decisions on this. For our decisions to be defensible, however, they need to be based on sound objective measurement. Faced with these difficult decisions, our annual appraisal information is all too often not up to the task. Realise Potential have experience in all aspects of employee evaluation and can provide the information you need to make robust and fair decisions about your employees for any purpose. To find out how we can help you establish rigorous performance evaluations and provide objective information to support all employee decisions, please contact us.
Recruitment may be down but the war for talent remains a fierce as ever. Indeed, some employers see these difficult times as an opportunity to target competitors' employees who have been made redundant. That is one of the many interesting findings from a recent survey commissioned by StepStone recruitment (see here for the full article).

The survey goes on to identify the vital role that HR can play in identifying and nurturing talent. However, with the focus ever more on the bottom line, functions such as HR are increasingly challenged to demonstrate their return on investment (ROI).

Demonstrating ROI is an ongoing challenge. Though it is relatively simple to look at the bottom line or other indicators of performance at an organisational level, identifying the impact of individuals is much more of a challenge.

Consider this question: What constitutes 'success' for particular job roles in your organisation?

And now this one: How well do you measure individuals against these 'success' criteria?

These can be challenging questions, but it is exactly these types of question that our expertise in assessment and measuring people performance can help you solve. If you are interested in finding out how you can identify talent and demonstrate your return on investment, please contact us.