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The Organizational Benefits of After Action Review ( AAR )
  • The Organizational Benefits of After Action Review ( AAR )

    After Action Review, Post Mortem, Critique… all are terms used to describe an assessment of a project, event or activity after said project is completed.  Our experience is that the After Action Review process is an important continuous improvement tool especially for major transformative activities such as the implementation of new digital technologies (software systems, user tools, etc.), (more…)

  • Talent Management – Succession Planning & Career Planning – 8th in a Series

    Succession and Career Planning is the last component of a successful Talent Management system. In the previous Talent Management Blogs, we defined “ Talent Management ” as a set of (more…)

  • MARKET ASSESSMENT FOR NEW PRODUCTS – THE 10 KEY QUESTIONS APPROACH

    We have spoken to many senior leaders who are frustrated with their product development processes and who believe that despite their best efforts, most products move forward because of “gut feel” rather than a detailed and consistent market assessment. Developing solid rationale and requiring a business case that includes an appropriate market assessment should be a requirement for advancing a new product or service concept to market. The business case, and its market assessment section, (more…)

  • Change Management in a Cost Takeout Environment

    Everyone has been through “Cost Savings Programs” and “Cost Reduction Programs”, but what is the Organizational impact of a true Cost Takeout process? 

    Key descriptors for cost reduction programs include total (more…)

  • Talent Management – Comp & Benefits – 7th in a Series

    In the Group50’s series of Talent Management Blogs, we defined “Talent Management” as a set of integrated organizational HR processes designed to attract, develop, motivate, and retain productive, engaged employees. (more…)

  • Talent Management – Performance Optimization – 6th in a Series

    Talent Management - Performance OptimizationIn the previous Talent Management Blogs, we defined Talent Management as a set of integrated organizational HR processes designed to attract, develop, motivate, and retain productive, engaged employees. Hypothetically,we have created the job requirements, determined that we need someone to fill a role, recruited and hired a great new employee and provided the training required to be successful in their new role. So now your “new employee” isn’t so new (+6 months) and you want to ensure (more…)

  • Talent Management – Training and Development – 5th in a Series

    Talent Management Training and DevelopmentIn the previous Talent Management Blogs, we defined “Talent Management” as a set of integrated organizational HR processes designed to attract, develop, motivate, and retain productive, engaged employees. Hypothetically, we have created the job requirements, determined that we need someone to fill a role, recruited and hired a great new employee. We need to spend a bit more of the Company’s money to Welcome the new employee (On-boarding) and provide the proper skills and knowledge (Training and Development) to provide every opportunity (more…)

  • Talent Management – Recruiting & Hiring – 4th in a Series

    Talent Management - Recruiting and HiringIn the previous Talent Management Blogs, we defined “Talent Management” as a set of integrated organizational HR processes designed to attract, develop, motivate, and retain productive, engaged employees. Thus far, we have reviewed how to develop a set of skills and competencies to drive Job Descriptions, hiring criteria and Performance Management and we determined how many employees with the right skills and competencies were needed to deliver your business goals.

    The focus of this blog is to develop (more…)

  • Talent Management – Workforce Planning – 3rd in a Series

    Market Effectiveness ConsultingIn the previous Talent Management Blogs, we defined “Talent Management” as a set of integrated organizational HR processes designed to attract, develop, motivate, and retain productive, engaged employees and we reviewed how to develop a set of skills and competencies to drive Job Descriptions, hiring criteria and Performance Management.

    Wikipedia defines Workforce Planning as
    “a continual process used to align the needs and priorities of the organization with those of its workforce to ensure it can meet its legislative, regulatory, service and production requirements and organizational objectives.”

    In simple and direct terms… (more…)

  • Talent Management – Skills and Competencies – 2nd in a Series

    Strategic Planning Consulting companyIn the previous blog article on Talent Management, we defined “Talent Management” as a set of integrated organizational Human Resource processes designed to attract, develop, motivate, and retain productive and engaged employees. The initial step in the overall Talent Management process is to determine the skills and competencies a person requires to be successful in a given role.

    Most organizations use “skills and competencies” interchangeably and define them as: the knowledge, expertise and aptitude to do something well; the (more…)

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