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… Continue reading Talent Management – Workforce Planning – 3rd 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 Continue reading Talent Management – Skills and Competencies – 2nd 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 Continue reading Talent Management – First In A Series