Talent management metrics are tools to measure the inflow, throughflow, and outflow of talent in your organization. This article will explain the use of talent management metrics and why they should be tracked by any HR department.
This article is part of a four-part series, which also includes an article about the talent management dashboard. This dashboard is often used to keep track of the most important talent management metrics.
More information: https://www.digitalhrtech.com/9-talent-management-metrics-you-need-to-use/
A lot of people – including us – are looking for a talent management model but so far, no one has developed such a model yet. This article, therefore, introduces a talent management model you can use in order to get the most out of your employees.
The AARRR model
Back in the day, I taught entrepreneurship to university students. One of my favorite models to explain startup marketing was the pirate – or AARRR – model (originally by Ash Maura). I usually introduced it by asking: “What does a pirate smoke? A cigAARRR!”
More information: https://www.digitalhrtech.com/new-hr-talent-management-model/
With the constant transformation and diversification taking place in all spheres of work today, the process of talent acquisition has become both crucial to business success and highly competitive. Considerable resources are being focused on marketing to and acquiring top talent. However, given that recruiters say 39 percent of recent hires would not be rehired, how do you ensure you make the best possible hiring choices every time?
More information: https://www.ibm.com/blogs/watson-talent/2018/03/talent-acquisition-process/
Imagine if a not-so-evil scientist was able to cook up the perfect talent management ROI formula in her underground bunker. This formula would:
- Increase gross profits
- Increase employee productivity; and
- Increase revenue per employee
More information: https://www.saba.com/blog/the-secret-sauce-behind-to-roi-of-talent-management
Talent management is a tricky business practice to master, simply because it looks different for every company, based on its unique needs, employees and culture. While there are many ways to manage talent well, there are a few key elements that are seen across all industries that will help make talent management strategies work more effectively for businesses.
Hire Before the Busy Season
Managers who wait for the busy season to even think about hiring new employees set themselves up for failure. They are much more likely to make panic hires just to have another body on the team.
More information: https://birddoghr.com/blog/2018/1/talent-management-resolutions-2018
You need to fill a role, now – and it’s tempting to do everything you can to get that role filled quickly, without thinking much further down the track than that. These HR experts have done their fair share of talent recruitment – let’s take a look at their top tips.
1. Overselling causes trouble
Don’t oversell the company during recruitment – be transparent about the company’s idiosyncrasies, warts and all. – Vaughan Paul, Vice President, Human Resources, Optus
More information: https://www.pageuppeople.com/2018/02/12/five-talent-recruitment-tips-experts/
Figuring out your requirements for a new talent management solution might seem simple enough on the surface-but is often done superficially. Some organizations focus too much on the way things are done today-or the way things have always been done. Not only can this overlook some of the newer approaches to talent, but it can lead to your organization losing competitive advantages when it comes to learning, performance, career planning, and more.
More information: https://www.halogensoftware.com/blog/selecting-the-right-talent-management-solution-plan-and-align
It’s “go” time. Your team has painstakingly done their research and now you are on deck to pitch a significant talent management investment to key stakeholders in your organization.
Before it’s your turn to enter that conference room, take a moment to review these guidelines that will help lead your team to “buy-in” success. After all, business units across your organization have competing priorities.
More information: https://www.halogensoftware.com/blog/how-to-pitch-a-talent-management-investment-to-everyone
NEW YORK, Jan. 16, 2018 /PRNewswire/ — “Going into 2018, the stakes for CEOs have jumped dramatically in how they manage people,” says Stephen Miles of The Miles Group (TMG). “Boards and investors are pressuring CEOs not only to set the right tone at the top, but also to make sure talent throughout the organization is completely aligned both in performance goals and in cultural fit. But many companies, if they are not already in the middle of one, are on the brink of a talent failure – and they might not see the mistakes that got them there.”
More information: https://www.prnewswire.com/news-releases/10-talent-management-mistakes-ceos-cant-afford-to-make-in-2018-300582851.html
A July 2017 article by Gabriela Silvestris, a director with Equiteq, highlighted the various components of due diligence a buyer should consider; namely: legal, financial, tax-related, operational, commercial, technological, and managerial. Certainly, the buyer should be expected to spend ample time conducting deep due diligence on any purchase it plans to make, but too often the seller doesn’t allocate the same time and resources to conducting its own complete process.
More information: https://www.td.org/insights/growing-talent-development-firms-have-you-done-your-due-diligence