On the CatalystOne blog we cover subjects regarding HR technology, HR systems, HR processes, Performance & Talent Management and more.
People don’t just talk about their first day at a new job, they broadcast it. With more than three quarters of people in the Nordics using social media regularly, your new employees are likely to share their early experiences of your organisation with their friends and followers. And if they’re really happy, they’ll keep talking about it in the weeks and months to come. This is your chance to turn your latest hire into your newest brand ambassador.
Selecting the right HR system or, more precisely, Human Capital Management (HCM) system for your business can be both exciting and overwhelming. There are so many possibilities and solutions – and costs! – out there, how can you begin to figure out what you need?
Oslo, March 19th 2019: CatalystOne Solutions, one of the leading suppliers of cloud-based HCM (Human Capital Management) software has been recognized as Norway’s 3rd best place to work in the 20-49 employees category. 48 of the company’s 209 employees are based at the Norwegian offices in Oslo and Sandefjord. The Norwegian organisation was certified as a Great Place to Work in 2018 and was then ranked as the 6th best workplace, now climbing to 3rd place.
With every passing year, evidence supporting the effectiveness of continuous performance management continues to mount. As a result, more businesses than ever are reassessing their performance processes. But overhauling performance management – something that impacts every single employee in the company – is no small task.
It’s safe to say that Continuous Performance Management is here to stay. In a relatively short space of time, it’s become the go-to model for companies looking to get the most out of their employees, improve engagement and decrease attrition.
The performance management revolution is well and truly under way. What was once a trickle has become a flood, with many businesses opting to replace traditional performance management practices with the development-driven continuous performance model.
The last five to ten years have seen nothing short of a revolution in the way organisations tackle performance management. During this time, the once universal annual appraisal has been replaced with a more modern, iterative approach – the continuous performance management model.