Tuesday, 28 August 2012

Topic of the Month for September - We Need Your Input

Starting in September I will be introducing a new feature on The Talent Edge Blog – the Topic of the Month. 

This will give us an opportunity to have an in-depth conversation in one area of concern to the OD/HR community. It’s my hope that we’ll debate points of view, and share ideas, resources, and experiences to advance solutions and approaches together.

I’d like to keep the selection of the topics open, and I encourage you to put suggestions forward in the comments section below. From the range of ideas presented, we’ll choose one topic to discuss. But if there are any topics you require advice on from this community, or if you would like to share a story or experience, please do so in the comments section. Let’s make this conversation lively and useful.

For those who aren’t familiar with my past articles, white papers, and books, here is a link to the archive on my website:

I’ll pull up one or two relevant articles each month. Again, if you have any reactions or suggestions, please reference the article and feel free to build on my thoughts or do your best to tear them down. Given that some of these articles were written some time ago, I’m sure we have all learned a thing or two since. 

I’m looking forward to the conversation. 


  1. does a variable pay (incentive) scheme really work? Does it actually make employees strive to achieve higher level results or is it a scam?

  2. Fernando

    You ask the age old question 'does pay for performance' work? I would say it depends on the type of work one does and the level of education. A good book that explains this in detail is DRIVE by Daniel Pink. i agree with him that intrinsic rewards are more motivating then extrinsic rewards for most roles especially knowledge based work. Also you can read on the website page of my article from 2001 titled Pay For Performance - Meet Dr. Pavlov.

    Thanks for starting the conversation.


    1. Personally I think Dan's book should be mandatory reading for all management personnel. You won't believe how many people think I am crazy for even thinking that people can do their most productive work when working for nothing let alone trying to promite such an idea. I would agree - when you look around at those who are engaged in their work it's really easy to see how some innovative ideas get implemented which were never any part of any official work plan.

  3. Dear David;

    I would recommend a topic about the effect of assessment centers on people's behaviors and companies' performance.

    1. Assessment centres is an interesting topic for a number of reasons. One of which is they seemed to have been out of vogue for a while and now are coming back. One interesting point on the meta-analytical research is that assessment centres and structured behavioural interviews find similar correlations to find out about a person's fit to the job. The big difference is amount of time and cost are far less for the behavioural interview.

      When using an assessment centre the key issue is that the process be focused on the behaviours that the organization have defined as fit and not a generic process looking for the generic characteristics someone else defined as the right behaviours.


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