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PARR: A Learning Model for Managers

Laura Ann Preston-Dayne

Kelly Services, Inc.

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AS KELLY SERVICES began its transition from a traditional performance management process to a ratings-free business and professional development conversation in 2008, two things became very clear: Employees were eager to have meaningful career conversations, yet neither they nor their managers knew how to have them. Although both parties were open to thoughtful discussions, tradition, culture, and incumbent skill/comfort level limited the overall number and quality of these interactions. The challenge for the Talent Management and Leadership Development Team was ...

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