Talent Management – First In A Series

Talent Management is a set of integrated organizational HR processes designed to attract, develop, motivate, and retain productive, engaged employees. The goal of talent management is to create a high-performance, sustainable organization that meets its strategic and operational goals and objectives. John Hopkins University I particularly like this definition as it first focuses on the outcomes from productive and engaged employees. This is the model I follow when helping organizations “think about their integrated organizational Human Resource processes.” Whether you have a robust Talent Management process or you randomly (more…)

In our earlier posts on Anti-Strategy—situations wherein well-intentioned employees act against company interests—we’ve explored this all-too-common issue, some of its symptoms and how it shows up in various business functions. Today we consider the root cause: poor and/or untimely information availability and its damaging effect on a company’s culture. Absent information, particularly in a dynamic business environment, people tend to (more…)

The Talent Management process requires focus on the following critical elements:

• Recruiting
• Employee Development
• Compensation and Benefits
• Performance Management and Succession Planning

When recruiting, your analysis of the right candidate for your company’s organization needs to be comprehensive and specific.

As we all know, hiring the wrong person is disruptive and costly and in some instances creates strategic risk to the company. Employers need to understand a person’s fit based on the following five specific criteria:

 

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Is your company and organization ready for the next big change? Study after study show that 70% to 80% of all Corporate changes fail AND 80% of the failure can be blamed on not having an adequate Change Management Plan. Yet most leaders when asked how to prepare for the next change, they will focus on product initiatives, customer penetration or technology enhancements.

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Anti-Strategy occurs when an organization’s strategy is not clear and functional leaders and individuals make choices in their best interests. Some call this “silo thinking” some call it “self-centered,” but without a clear Corporate Strategy it is impossible for groups to align to what is right for the entire organization! Without a clearly articulated Corporate Strategy, each function works on their priorities seemingly without regard to other department’s needs. Here are some examples of Anti-Strategy: (more…)