It’s a fact that high quality 360 feedback is essential to the ongoing health of any business. While 360 feedback has a long history in the workplace, employers still face challenges when running their review processes.
Empowering managers, HR professionals & individuals with the power of analytics data
Potential for what? 4 Questions to ask about your High Potential programme
If you work in HR, you’ll understand that making decisions about people is a complex task. That’s where People Analytics provides a fantastic opportunity. We can bring in data to give you a helping hand.
When we take into account the literature and research around leadership development, as well as our observations in practice, it’s clear that self-knowledge is a core element in managerial and leadership roles.
The world of work is changing, it requires flexiblity, at Cubiks we can guide you and help find your best talents to help you grow
There’s a Cinderella story in every organization just waiting for their “one shining moment” in your High Potential program.
Organizations often struggle with correctly defining the concept of employee potential. Not surprisingly, they also encounter significant challenges assessing their employees to identify who has potential. Assuming we can tame this beast of a problem, after a company identifies its high potentials, the next challenge is to answer the question “Potential for what?”.
We've all heard about the potential advantages of applying analytics in HR. But with something so new and unfamiliar, getting started can feel daunting. The good news is that People Analytics doesn't need to be big and scary.
When the top performing 20% account for as much as 80% of organisational output, identifying and developing people with high potential at all levels in your workforce should be a no-brainer.