C-Suite leaders often have sleepless nights. We are so committed to the success of our company that we worry about critical issues facing it. Here are 5 things that are keeping up the executives we are working with. (more…)

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 (more…)

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…)

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…)

In 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…)

In 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…)

In 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…)

In 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…)

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 (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 (more…)