systematicHR

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What’s wrong with Talent Management – Conclusion

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Over the last few days I’ve talked about various components of talent management. While I know talent is the hot theory these days, it’s simply a fusion of old ideas that haven’t been modified to fit a more strategic HR. Simply put, we need to do more. Here are my recommendations:

  1. We need to find new ways. The technologies HR has in TMS are great, but not the answer. These theories are so broken that we can’t try to fix them. It’s time for new models.
  2. HR needs to do a better job of reaching out. Sure there are places we’re on the right track, but managing the workforce only takes us so far. The practice of managing the workforce needs to be fully integrated with operational and other business units for HR to truly make an impact.
  3. HR needs to retool its skillsets. We are simply not broad enough in experience and ability. I’m not saying it’s bad that we get help from other resources, but we need to build confidence among our executive customers.

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4 responses to “What’s wrong with Talent Management – Conclusion”

  1. Jason Corsello Avatar

    Dubs- I would disagree that the technologies are “broken”. The concept for talent mgmt is still very early. Many of the vendors are still trying to define the linkage between the various components and through this process will come better “functionality” and adoption.
    I would agree though that the HR technology buying process is completely broken. HRMS systems are bought by CFOs. Workforce mgmt systems (T&A, etc) are bought by COOs/GMs. Talent management systems have many buyers including HR, line of business, and even sales (for incentive comp). To top it all off, recruiters, who are an important part of the equation, don’t want any association with HR).
    HR needs to go through the same revolution as the “procurement” departments went through 10+ years ago in their migration to “supply chain”. Procurement still exists as a transaction process but supply now determines the core ‘concept to delivery’ of products. HR leaders, or what we call it in the future, needs to determine talent ‘concept to delivery’.

    Happy Friday!

  2. Dave P Avatar
    Dave P

    You have told me nothing. But I like your passion.

  3. Bruce Lewin Avatar

    I agree, time for new models 🙂