Ambassador

Amanda Kiefer

VP, Talent Management & Employee Experience

United StatesVerified Community Ambassador

Identified Expertise

Process Management4

Content Amanda is Following

Do you trust the data & reports from the big analysts?

Strategy & Architecture

Yes

Sometimes

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111.8k views123 Upvotes58 Comments

Which browser do you use at work?

Applications & Platforms

Internet Explorer

Microsoft Edge

Google Chrome

Mozilla Firefox

Safari

Brave

Other

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13.6k views4 Upvotes7 Comments

How and when does your organization assess participants in an executive development program? Do you share individual assessment results with leadership? BACKGROUND: Our CEO wants HR to provide a talent assessment of each participant who recently completed an executive development program. While participants took pre and post-360s for development purposes, the survey was communicated as confidential, and we can only share aggregated results. Additionally, he is not interested in waiting 3 to 6 months for survey results from managers of participants. While he essentially seeking HR's assessment made from side-line observations, we are reluctant to do so as a valid form of talent evaluation. Any suggestions?

Training & Certification Talent Management & Performance

Amanda KieferVP, Talent Management & Employee Experience2 years ago

In a variety of organisations, I have conducted assessments of exec development participants - usually pre-program, as a baseline to consider strengths and development needs. These have included assessment centre and psychometric ...read more

223 views1 Comment

For those who have a performance rating for recent new hires, how long is your probationary period? I.e., what are the parameters used to exclude recent hires from the annual performance review process or give them a default rating of 'too new to rate'?

Amanda KieferVP, Talent Management & Employee Experiencea year ago

Employees who have been with the company for less than three months are excluded from our formal performance management process. This exclusion applies to linked processes such as merit increases and bonus allocation.

Employees ...read more

My company is taking the next step in its HR shared services journey from decentralized HRSS to a centralized HRSS organization. I'm curious what models other companies have used: - Completely decentralized (HR admin & transactional sits w/ local HR teams in region) - Regionally centralized (HR admin & transactional sits w/ regional HRSS teams) - Hybrid centralized (Central governance and authority, HR admin & transactional centralized globally, with regional hubs) - Completely centralized (Central governance, authority, and HR admin & transaction in one global hub)

Amanda KieferVP, Talent Management & Employee Experiencea year ago

Regionally centralised has worked best where I've worked in the past. Attempts to make things more centralised than that have proved difficult due to cultural understanding and timezones.