It is highly desirable to have specific objectives for manager supply, development and performance, but also specific objectives for major groups within the non-managerial workforce. There is need for objectives for employee attitudes as well as for employee skills. ((Drucker, Peter F. “The Daily Drucker.” HarperCollins, 2004. Page 118))
Do we see managing our talent and engaging our workforce as separate functions? If so, why do we do this even when all studies show that engaged workforces are more productive. If performance management is a key driver of performance and engagement is also a key indicator, does it not make sense that talent management includes engagement?
Engaged employees will also be easier to apply talent management to. These employees tend to track themselves on the right paths and continuously achieve more and grow faster – because they want to. Rather than being managed, they will manage talent on their own.
2 responses to “Attracting and Holding People”
Selection Matters AsiaPac Headhunter Job Machine Dave Mendoza Interbiznet Recruting dot com Todd Raphael Recruiting Fly Gretchen in Microsoft ERE dot net STL Recruiting Amitai Givertz Lou Adler Onrec Systematic HR Extreme Recruiting Sourcers Apprentice CareerXroads
CareerXroads Dave Mendoza ERE dot net Extreme Recruiting Gretchen in Microsoft Interbiznet Job Machine Lou Adler Onrec Recruiting Fly Recruting dot com Selection Matters Sourcers Apprentice STL Recruiting Systematic HR Todd Raphael
Lou Adler STL Recruiting Recruting dot com Definitive Hiring (China) Onrec Sourcers Apprentice Dave Mendoza Amitai Givertz ERE dot net Selection Matters CareerXroads China Talent ERE – Talent in China Systematic HR
[…] Systematic HR: Attracting and Holding People “Do we see managing our talent and engaging our workforce as separate functions? If so, why do we do this even when all studies show that engaged workforces are more productive. If performance management is a key driver of performance and engagement is also a key indicator, does it not make sense that talent management includes engagement?” […]
[…] Different people blame high rates of turnover on different factors, but most agree that talented employees are more likely to stay onboard if their talents are being used: ”If performance management is a key driver of performance and engagement is also a key indicator, does it not make sense that talent management includes engagement? ”Engaged employees will also be easier to apply talent management to. These employees tend to track themselves on the right paths and continuously achieve more and grow faster – because they want to.” (From Systematic HR) […]