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Strategy Realized – The Business Hierarchy of Needs® – Talent Optimization
  • Strategy Realized – The Business Hierarchy of Needs® – Talent Optimization

    These statistic from Boardview.io should cause pause to all senior leaders:

    80% of leaders feel their company is good at crafting strategy but only 44% at its implementation”

    To make matters worse, they also report:

    10% of organizations achieve at least two-thirds of their strategy objectives, with 36% achieving between 50%-67% and 54% achieving less than 50%

    I have no reason to doubt these statistics based on what we see in our consulting work. The primary reasons for this are: …Read More

    This entry was posted in Business Hierarchy of Needs®, Organizational Development, Strategic Planning 5.0, Strategy 5.0, Talent Management, on July 26, 2022
  • The Need for Technology Succession Planning

    Most organizations do Leadership Succession Planning at some level of effectiveness. Very little has been written about the need for incorporating technology succession planning and while technology leadership is part of the standard succession planning model, little is done about succession planning and skills development for subject matter experts, their supporting teams and successive upgrades and new technologies. Teams …Read More

    This entry was posted in Business Transformation, Information Technology, Organizational Development, Strategy 5.0, Supply Chain Optimization, Talent Management, Value stream mapping, on February 10, 2019
  • The Rise of Human Resource ( HR ) Analytics and the HR Role

      In God we trust. All others must bring data

    ~W. Edwards Deming~

    The above quote from W. Edwards Deming, widely considered as the father of quality management, tells the importance of data and its value for making decisions. The need for increased productivity requires that businesses have data-driven insights.  Data-driven insights have …Read More

    This entry was posted in Continuous Improvement, Information Technology, Organizational Development, Talent Management, on December 1, 2017
  • 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 …Read More

    This entry was posted in Organizational Development, Talent Management, on November 5, 2017
  • Workforce Trends Over the Next 10 Years:  What It Means for Your Business

    There are multiple business and workforce trends occurring that are affecting every business, large and small, in every industry that will require senior leaders to rethink how they acquire, utilize and manage a workforce that consists of employees, temps and contractors.  The following trends have a greater impact on middle market companies. …Read More

    This entry was posted in Information Technology, Manufacturing and Distribution, Market Effectiveness, Organizational Development, Talent Management, on October 6, 2017
  • 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. …Read More

    This entry was posted in Organizational Development, Talent Management, Weekend Thought, on February 13, 2016
  • 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 …Read More

    This entry was posted in Organizational Development, Talent Management, Weekend Thought, on December 6, 2015
  • 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 …Read More

    This entry was posted in Talent Management, on November 15, 2015
  • 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 …Read More

    This entry was posted in Organizational Development, Talent Management, Weekend Thought, on October 11, 2015
  • 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… …Read More

    This entry was posted in Organizational Development, Talent Management, Weekend Thought, on September 4, 2015

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