Talent management is boring.
Okay, the words are boring.
After all, what does one do when tasked with managing talent? The first thing that comes to mind for many is making sure a performer has everything they asked for in their contract. In a way, this is pretty accurate, even in the context of HR practices.
More information: https://www.saba.com/uk/blog/talent-management-not-so-boring-after-all
Talent Strategy Fundamentals is a series of posts where we break down the elements of a winning talent strategy. We do this by breaking things down into their most basic parts. Other posts in the Talent Strategy Fundamentals series include:
Talent Strategy Fundamentals: Ongoing Performance Management
Talent Strategy Fundamentals: Employee Engagement
A business is only as good as its people. Employees need a particular set of soft and hard skills to be successful, so investing in these skills is paramount.
More information: https://www.saba.com/uk/blog/talent-strategy-fundamentals-learning-and-development
After interviewing hundreds of GCC-based professionals present at the HR Summit & Expo at the end of 2017, research from Informa and The Talent Enterprise has determined that talent management and the use of technology are the two most critical HR trends to watch for in 2018. 36% of all professionals surveyed identified these two areas as key HR development trends for all organisations wanting to achieve positive and intelligent transformation.
More information: http://www.thehrobserver.com/gcc-hr-professionals-cite-tech-and-talent-management-as-top-two-trends-for-2018/
We’ve now reached the busiest time of year for many employers – even if you’re not in the retail industry. And your seasonal employees might be an important asset long after the holiday rush.
Thanks to the lowest unemployment rate in 16 years and the rising gig economy, this past year has proven especially challenging for employers searching for the right talent.
More information: https://www.paycom.com/resources/blog/3-steps-to-retaining-a-talented-seasonal-workforce/
While it would be easy to try to pin retention issues on one specific department or person, it’s simply not true. Individuals all across the company contribute to retention rates. People join companies and leave cultures. It’s important to know how each person in the company is responsible for high or low employee retention rates and moves that can be made in order to ensure lowest possible turnover.
More information: https://birddoghr.com/blog/2018/07/improving-employee-retention
Companies are only as strong as their people, which is why getting talent management right is critical for today’s competitive environment. From locating and recruiting to hiring and developing talent, companies need to ensure their talent management strategies support their overall strategic planning and business goals. Talent management strategies should result in a high-performing workforce, a system that identifies and improves weak areas, and a means for attracting, developing, and retaining quality, diversified talent.
More information: https://www.wonolo.com/blog/best-articles-on-talent-management-strategies/
Often times, we don’t dedicate the appropriate amount of time to the critical conversations up front to enhance our success during an implementation. Technology is a tool, but will not fix your problems. Many times technology is not implemented properly to support the organizations goals or strategy and it adds to the organizational challenges.
In our two part series entitled “How to Rock A Passive Sourcing Strategy,” we taught you how to get started passively sourcing candidates and how to differentiate your processes to do it effectively.
More information: https://talentgrowthadvisors.com/resources/blog/passive-sourcing-strategy-support
In a recent conversation, an HR practitioner friend asked me: after so many years in the spotlight, is Talent Management still a topic worth researching? The answer is in every CEO survey: CEOs cite talent and skills as the No. 1 internal constraint to business growth. Talent Management keeps CEOs awake in the same way as 20 years ago (when PwC did their first CEO survey).
More information: https://blogs.gartner.com/john-kostoulas/2018/03/15/talent-management-digital/
Are you managing your employees with the same level of care you afford your business balance sheet?
In Google’s first letter to investors, the founding team explained that, “it is easy to be penny wise and pound foolish with respect to benefits that can save employees considerable time and improve their health and productivity.”
More information: http://blog.performyard.com/talent/how-much-is-bad-performance-management-costing-you
They might as well be sisters.
They look alike. They sound alike. They steal each other’s clothes all the time. If you don’t know them personally, it can be difficult to know which one is which. (But man do they get irritated when you can’t tell them apart!)
HR and talent management aren’t exactly the same, but they sure are similar.
More information: https://blog.capterra.com/what-is-talent-management-and-how-is-it-different-from-hr/