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The material in this Resource Centre is grouped according to three main subjects:

• 360 degree feedback;
• managing performance and appraisals;
• talent and career management.

360 degree feedback

Most successful 360 degree feedback projects begin with detailed briefings for all participants: those being asked to provide feedback as well as those receiving it. This Powerpoint file offers an illustration, which clients may wish to customise for their own project.

Many clients prefer line managers to manage the feedback process for their teams. Here we provide presentation material to help trainers or coaches support line managers in this process.

a brief note prepared for clients and prospective clients building their business case.

What works best when facilitating 360 degree feedback sessions? What traps should we avoid and what issues typically arise in feedback sessions? Here we discuss TPMG’s approach, based on our experience over the years in different client cultures.

Managing performance and appraisals

This white paper describes a single model that encapsulates the whole domain of managing performance. It draws together what are often unconnected HR activities and focusses attention both on the individual and on Performance – “The Performance Principle”.

A directory of development actions to support personal development based on TPMG's competency model.

a brief note prepared for clients and prospective clients building their business case.

For excellent organizations, Performance Management is often seen as “just the way we organize for business results”; for others it is commonly seen as not delivering the goods. This paper reports on what makes Performance Management work.

Talent and career management

This is a short PowerPoint presentation of TPMG’s talent management module of orbitPLUS

This 4 minute film illustrates how an HR Manager can view the management information drawn from individual Career Reviews.

This 3 minute film of orbitPLUS shows how a user (George Godwin) uses his Career Review and Career Development Plan to select a target role and to put in place a plan to develop his skills in line with the requirements of that role.

There is no more important a time than a recession for enterprises to demonstrate effective leadership through people who really understand the business, live its values and command respect. This paper examines talent management and career planning – how they can be organized and what benefits can accrue to enterprises and individuals.