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

In 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 …Read More

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 …Read 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 …Read 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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Working capital, cash flow and operating profits are primary measures of senior leadership performance. Companies audit their financials every year to validate compliance and performance, but typically don’t have an audit plan for critical business processes that impact these performance measures and the customer’s perception of performance.

There are 7 critical business processes that every company must …Read More

What is all this hype about Management vs. Leadership? Everyday we are bombarded with information on the differences between them, the benefit of one over the other and the necessity to be great at both. Everyone wants to be known as the “great leader,” but does anyone want to be known as a great manager and what happens if you drop the management ball?

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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: …Read More

Organizations that aren’t guided by clearly articulated strategy and objectives have a tendency to wander and fall apart. Their foundation is weak and they have inadequate structural supports. They don’t have something to use as a litmus test for making decisions.

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December 1, 2014 Los Angeles, CA Group50^® Business Management Consulting Firm announced today that it has significantly expanded its consulting resources and tools in sales force effectiveness, organizational development, and change management. Jim Gitney, CEO and Founder of Group50® commented….”Strategic Execution is the cornerstone of a company’s success and our sweet spot. Our clients want to work with a consulting firm that has broad expertise and deep bench strength. I am pleased to announce that Deborah Wexler has joined Group50.

As a career consultant, Deborah has helped companies design and execute their strategies through effective use of their people, processes and technology. She has led …Read More