talent management

Like this article? PLEASE +1 it!

talent management Tagged Articles

Apply "Best Practices" for your People Strategies

In today’s marketplace, the only constant is change. The on-going challenges of our business conditions and global imperatives require organizations to recognize their human capital as their major competitive advantage. Every company has the ability to develop and implement talent management initiatives that are aligned with their organizational culture and linked to their business goals and objectives. Retaining talent, developing strong leaders and building a pipeline for the future is vital to the success of every organization. Sound and effective management practices are at the core of determining a business’ ability to thrive and succeed. What are some best practices that enable managers to create and reinforce this type of environment?

What smart leaders know about talent management and strategy
Smart leaders know that strategic hiring and deployment of their top talent are essential to managing risk, achieving business outcomes and ensuring future sustainability. It's the strength of your people that drives the rise or fall of your business-especially in hard times.

WHAT IMPACTS LEADERSHIP EFFECTIVENESS IN THE PHARMACEUTICAL INDUSTRY?

The role of the leader has never been as important or demanding as it is today in the pharmaceutical/biotech industry. Many companies have begun to re-engineer R&D and commercialization strategies in response the threat of fewer viable molecules and drained sales from generic erosion, and leaders at all levels are faced with the challenge of delivering consistent, sustainable results in leaner organizations. To succeed, leaders must ensure that the right people with the right skills are in the right roles.

Talent Management: How to Retain Top Talent Without Derailing the Organization When Fast Tracking
7 Tips for Retaining Top Talent without Hurting Your New Manager, Employees and the Company...

Hiring Talented Business Acumen and Business Acu-women
Okay, so it was a catchy title-there is really no gender difference when it comes to business acumen. But wait, what exactly do we mean by business acumen, and how do we know it when we see it?

Expatriate Selection – The $1 Million Man (or Woman)

We have checked out a lot of great talent development ideas in this blog; however, the other side of being a successful talent developer is understanding what causes talent failure. One of the most expensive areas of talent failure is with expatriates! Expatriate failure is the premature return home of an expatriate manager. Did you know that between 16% and 40% of all American expatriates assigned to developed countries, fail to complete their assignments. Even worse-almost 70% of Americans assigned to developing countries return home early. Each expatriate failure can cost the organization between $250,000 and $1 million.

A US Export Growth Area - Talent Development
According to the Economist magazine, US university programs are in big demand all over Asia. Despite its booming economies and huge numbers of people, Asia is suffering a big shortage of skills. They also say it is about to get worse!

Talent Development and The Wheel of Becoming

In the Buddhist belief, the Wheel of Becoming is a representation of life, death, and rebirth. The energy produced by one’s past actions (karma) are paid forward into future outcomes. Practitioners can determine their place within the concentric circles of the wheel, which delineate the various realms of being (see the graphic above). In talent management terms, think of the Wheel of Becoming as transitioning from one level of personal development to rebirth at a higher level. There are many models of human development (see Jane Lovinger’s “Stages of Ego Development”, or Robert Kegans “The Evolving Self” to name but two). One that fits neatly with the concept of Wheel of Becoming, however, is “The Leadership Pipeline” by Charan, Drodder, and Noel.

Watch out for the Talent Shortage Iceberg!

Sometimes in the midst of the current recession we forget that we have a looming talent shortage – and it will be here before we know it. You might even call it a looming Talent Shortage Iceberg! Take the shipping industry for example. Even as the rescission has reduced the volume of shipping in the last two years, shipping volume overall is up substantially compared to ten years ago. The number of tankers in the ocean, worldwide, rose 17% between 2001 and 2005 and container ships jumped by 30%. With this increase comes the need for talented deck and engineering officers-but the industry is already finding it hard to recruit qualified officers.

Would you get A Tattoo of the General Motors’ Logo?

When was the last time you were really excited about the customer service you received? A recent survey showed that 44% of people rate the customer service they usually receive as dull and bland. Most customer service experiences are, well ok, and we unusually come away somewhat satisfied from the experience. This is all well and good, but most of your competitors are already doing this. To stand out from the competition you need to demonstrate customer service on a dramatically different level: service that is anything but bland and dull! Think Disney, Harley Davidson, or Apple.

Talent, Communication, and the BP Oil Spill

Tony Hayward, CEO of BP, has had a pretty rough couple of weeks. His response to the grilling by congress and his handling of communications surrounding the Gulf of Mexico oil situation was tone deaf to say the least – at least to US ears. And yet Tony is obviously a very talented guy. After all you don’t get to be CEO of BP by being a slouch. So what went went wrong? One of the hypotheses that have been circulating in the media is that there is a culture difference between the UK and USA on the use of language. As remarked by the playwright George Bernard Shaw, “England and America are two countries separated by the same language”.

Strategic Succession Management - Winning the War for Leadership Talent

The demand for leadership talent greatly exceeds supply. Few firms are prepared for what the McKinsey consulting firm has called the "war for talent." If economic growth continues at a modest 2 percent for the next 15 years, there would be a need for one-third more senior leaders than there are today. The supply of 35- to 44-year-old managers-who have traditionally been channeled into the executive ranks-is declining in the United States and will have dropped by 15 percent between 2000 and 2015. Baby boomers have already started to retire. Most large companies will have to scramble to meet gaps in senior leadership talent. Not only are the numbers in the talent pool shrinking, but the quality of talent required to meet tomorrow's leadership demands is changing.

Flipping the Coin for Top Talent - How Well Are You Hiring?

How do great leaders of successful companies spend half of their time? They spend it on people: recruiting new talent, picking the right people for positions, grooming young stars, developing global managers, dealing with under-performers, and reviewing the entire talent pool. Everyone agrees that talent is an important competitive advantage, but surprisingly, three out of four companies do not make their talent management programs a high priority. Hiring practices often are random and decisions often are based on intuition. In many cases, hiring decisions have success rates similar to flipping a coin!

Talent Management - Is the Investment Worth It?
Organization spend millions to find talented people and then watch them leave for a competitor. Stop the exodus of talent from your organization. If you are not adding value to your key employees they are thinking about leaving.

Talent Management Merits Your Board's Full Attention

Most boards focus on annual budgets and financial outcomes, often limiting their involvement in talent management to recruiting and hiring a CEO and managing his or her performance. Successful organizations know that's not enough. Talent is typically the largest single line item in an annual financial plan and the chief factor in achieving strategic objectives. Managing your talent is another critical aspect of asset management and merits the full attention of your board.

4 Building Blocks of an Effective Talent Management System
If you reduce all the hype about talent management systems down to the bare essentials, there are only four building blocks that matter: 1. Knowing the competencies that get results 2. Managing performance well 3. Evaluating employee potential accurately 4. Recruiting the best talent Sounds simple, but getting it right is as much an art as it is a science.

Building an Effective Talent Management System
Your organization probably manages its cash flow very carefully. After all, if you run out of cash you are in real trouble. But how about running out of talent? Does your organization manage its talent as carefully as its cash reserves? For most organizations the answer is “NO!” In these tough economic times attracting and retaining talented employees can be your key to competitive advantage.

HR Technology Conference- Closing Thoughts
Last Friday I was able to participate in the final day of the HR Technology Conference in Chicago. I've shared some of my thoughts on the benefits of attending the conference from the perspective of networking and today I'd like to share some ideas about the sessions I was able to attend and some general thoughts on the conference:

Talent Management – Maximum Impact with Minimum Spend!
According to the CIPD Learning & Development Survey 2009 the development of management and leadership skills will play a central role in meeting business objectives over the next two years...

Why Is the Chief People Officer Missing from the C-Suite?
The CEO, CFO, CIO and the list continues are recognized acronyms for executives in the C (Chief) suites. Yet what makes companies successful is people. So where is the Chief People Officer?

Human Capital Talent Management Requires to Tell It Like It Is
Are your afraid of telling like it is? How is this affecting your organization and your ability to management human capital talent?

How Failing Business Etiquette #101 May Be Your First Obstacle to Increase Sales
If you want to increase sales, then are you demonstrating the right business etiquette? Possibly, you are failing one of these every day behaviors and this maybe why you are still achieving your sales goals?

Recession-Proof Lessons of Succession

This article is based on the author’s experience in partnering with a Level 5 CEO who was orchestrating his own succession. This leadership transition represented the first at this level since the 153-year-old company became an employee owned business in a buyout from the last family owner. The company became employee-owned after 140 years of family ownership, growing more than 10 times in 10 years following the transfer of ownership. They have sustained more than 10 years of consecutive profitability as a privately held organization. Today, they generate revenue of more than $1.5 billion with over 2,500 employees of whom more than 300 are stockholders.

Talent Management in Difficult Times
Talent management is always an important functionality but it difficult or lean times it becomes even more critical.

Do You Want a Reputation for The Best Place to Work?
With employee engagement and employee motivation at serious lows while organizations prepare to leap forward out of the great recession, the shuffel for who works where is about to begin. This article explores what employers can do now to improve engagement and motivation within the workforce so they can attract and retain the best post recession employees.

How to Shift From Fat & Nice to Lean & Mean to Increase Sales
Have you ever considered that maybe one of the reasons for your less that stellar sales is because you are just too fat and nice? Read how by being lazy to not having enforced accountability, you may be your own worst enemy.

2011 Office Spring Cleaning
After a harsh winter of snow, snow, and even more snow for most of the country, it’s seems like everyone is looking forward to the spring weather! Part of preparing for the new season is the usual spring cleaning not only of one’s home, but also at the office

Hiring the Right People
Ken Cohen explains one of the most cost-effective ways employers can get the most from their available resources...accurate hiring.

The Evolution of HR Audits

Over the last 25 years we have seen significant changes in the HR auditing process, in the value derived from conducting HR audits, and in the HR audit tools used. Increasingly HR audits are conducted of HR rather than by HR. This white paper reviews the changes in HR audits, discusses the external and internal forces affecting the process and use of HR audits, and provides information about the leading HR auditing process.

Succession Leadership is the Success Lynch Pin for Individuals, Businesses and Organizations
What makes some individuals to organizations more successful and sustainable than others? The answer simply is great and effective leadership. Much is written about leadership. Bad leadership spells disaster!

How Too Many Coaches Are Marketing Using the Square Peg in the Round Hole Approach to Win More Sales
Are you an executive coach, business coach, leadership coach, change coach or even a sales coach who is using the traditional sales based marketing because that is why you know or how you were trained? How is that working for you? Do you feel that your marketing efforts are putting a lot of square pegs into round holes? Would you like a far easier way to win more sales?

17 "HOT" Leadership Best Practices
17 "HOT" Leadership Best Practices

Employee Engagement - A Silver Bullet

Employee Engagement is much discussed by HR Executives and Organisational Development professionals alike. The question we are most asked is "How do we improve engagement?", followed closely by "Do we use a performance development system, leadership training, incentives, work-life balance or something else ?" This White Paper outlines a systematic way to increase engagement across the entire workforce and then maintain high engagement.

Where Passion Meets Mission
Employee engagement is often the rallying cry for companies seeking to maximize productivity and retain valued talent. However, by not digging into the essence of who people are at their core and aligning the talent with the work that needs to be done, most companies are missing and mightily the talent treasure they already have.

MBAs in the spotlight
With a raft of reborn and innovative MBAs now on offer, the crowning glory of post-grad qualifications is regaining lost ground. Human Capital looks at the latest trends.

The overuse of "people" as competitive advantage
A short piece focusing on having the right systems in place to effectively manage your talent, and thereby provide competitive advantage, rather than constantly focusing solely on the recruitment of individual talent alone.

Applying TQM to Recruitment Convergence

The application of total quality management tools and philosophies (6 Sigma) to areas such as airline safety (takeoffs/landings)has reduced the defect rate to 3.4 per million. In contrast the defect rate in typical employment, selection and deployment runs at around 45 per 100. This article explores how the application of TQM thinking and the use of "best of breed" tools and systems bring dramatic improvements in the following areas: - - reducing unwanted turnover - weak succession planning - losing top talent - matching the right people to the wrong jobs - training the wrong personnel

Trouble with Personality Tests

Personality tests are commonly used for hiring in organisations. Personality tests attempt to measure a broad range of basic traits, such as the Big Five Personality traits or Emotional Intelligence. Although these may provide useful information on how to describe a person, research has repeatedly shown that they do little to predict how well a person will perform in a given job. Academic researchers are re-emphasizing what Chally reported over 30 years ago -personality tests are simply too broad to predict on-the-job performance. Chally, on behalf of the US Justice Department, found it necessary to research solutions well beyond the accuracy of this type of assessment; to identify and measure very precise, job-specific competencies, behaviours, and skills that have been scientifically shown to predict on-the-job sucess.

Focus On Talent Management… It’s Your Future!

The future of your company depends on your ability to develop talent! The question is... are companies headed in that direction? I was recently in deep conversation with one of my mentors. He said, "Employees these days have no loyalty to the companies they work for. This new generation of employees doesn’t think about that stuff. For this reason, many companies today are less focused on developing their people. Many of these companies expect employees to invest in developing themselves."

Regain Control of the Sale

Do you ever feel like you’re losing control of the conversation with a potential customer that keeps going off on tangents? You quickly realize that you better regain control of the conversation quickly… or you are going to lose the sale! You might find yourself in this situation when you have a potential customer that bombards you with questions, stories, and off the wall scenarios. At first, you think "Wow" this person is extremely interested! Thirty minutes later you realize… wait a minute… we are nowhere close to getting this deal. Here is a technique that you can master and never face the above scenario again!

Technology in the HR World

Technology. Its constant evolution forces everyone to keep up. In the HR world, there are many questions regarding the role of technology, as HR’s major concern is the human aspect of the working world. How can Human Resources keep the human at the forefront while using current technology for advancement? In this issue of Astronology, we explore technology and how it can be used effectively in the HR world.

Organizational Talent You Need To Succeed
No organization can continue to prosper and grow without having the right people in the right jobs. Quoting Jack Welch of GE fame, “Winning is about having the best people on your team. It doesn’t help if you’re surrounded by people who are less talented than you are.” So much of leadership is about accomplishing results through others.

Leadership Insight: The Great Turnover Bubble

It may well become the great turnover bubble of 2011. Or maybe 2012. The turnover bubble that is referenced has been created by economic conditions that began largely in 2008 but have been festering ever since. The bubble relates to a great number of people that would like to change jobs but cannot because other jobs are not available. When those jobs become available again, the bubble will burst and we will see a large migration of talent between companies and organizations.

The Importance of Succession Planning
The resignation of Steve Jobs as the CEO of Apple has brought the subject of Succession Planning to the forefront of conversation. This article explores the importance of succession planning to organisations

Free Labour - but is it right?
There is an increased use of interns, both paid and unpaid. This article explores the use of interns within organisations

Value Begets Value
This article explores the value that we place on people

Functional Leadership Teams
The leadership team is the heart of every successful organization. Learn how to develop a highly functional and cohesive team that will work for your organization.

A Strategically Structured Outline For Business Succession Planning From Your Strategic Thinking Business Coach

One major question I ask business owners is: “Do you have a succession plan or exit strategy for your business?” I also ask employees: “Do you know if a succession plan or exit strategy exists in your company or organization?” My experience has more than 90% telling me they have no succession plan or exit strategy. Succession planning is a critical factor for the long-term success of any business. Leadership transitions in business affect the entire organization’s continuity, employee retention, client retention and returns on investment. It is essential to create and implement a process that creates visibility, accountability and greater integration of all facets of the business. Your Strategic Thinking Business Coach has developed a strategically structured succession plan outlnine and shares it in this article.

Executive Career Coaching: Providing Solutions to Succession Planning Challenges
Are you prepared to replace departing leaders? Implementing a succession planning initiative will give you a pipeline of future leaders while Executive Career Coaching will offer them the support they need to be successful.

Take the Heat off HR – Encourage Career Self-Management
Talent Management is challenging organizations across the country. Experience the benefits associated with a career management program without straining the resources of HR by providing employees with the tools to manage their own career.

Take the Heat off HR – Encourage Career Self-Management
Talent Management is challenging organizations across the country. Experience the benefits associated with a career management program without straining the resources of HR by providing employees with the tools to manage their own career.

Those With the Best Talent Win
In a talent war there’s only one way win. And that is to hire and retain the best talent! Can you imagine a sports coach hiring average talent! As a manager you need to develop a real distaste for average.

"Doing What Comes Naturally"
One of the key skills of managers is to spot talent and nurture it. Not just in the odd person who comes along with obvious talent, but in those who are unaware of their talents or those who keep them hidden. Read this article to find out why nurturing talent is the secret to organisational success.

talent management Tagged Articles

Other talent management Related Articles