Talent Mgmt
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Rethinking the Career Ladder
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Most career ladders go something like this • Associate 1 –> Associate 2 –> Professional 1 –> Professional 2 –> Senior Pro Ladder • Associate 1 –> Associate 2 –> Professional 1 –> Management Ladder It’s all really quite predictable. Either you stay on a professional track and perhaps manage projects, but never a P&L…
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Gaming and Collaboration
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Gen Y. They sit at their PC’s, play their games, and avoid all real social contact. As they enter the workforce, their lack of social skills will be a mismatch to that of the broader workforce who value direct, one to one communications. Their poor verbal and presentation skills will make them less persuasive. So…
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The Value Proposition in a Multi-Dimensional Workforce
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Karen Beaman states that the workforce is changing: Multi-Generational – we are are now seeing up to four generations of workers working simultaneously in the workplace — Veterans, Boomers, X’ers, and New Mils — each with differing world views, work/life needs, and job expectations of their employers. Multi-Cultural – we are experiencing increasing cultural differences…
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The State of Kenexa
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Last month Kenexa invited a group of analysts and industry influencers to PA for a roundup and briefing of what they are up to. I’ll personally say that I’m not particularly interested in most of what other analysts are interested in: I can’t speak the language of financials, don’t really care about the volume of…
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Taleo and Vurv: The State of the Talent Marketplace
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While it comes as no surprise that software vendor consolidation continutes to happen, It was not exactly what I was expecting when Taleo announced their acquisition of Vurv. In the recruiting space, there were really 3 powerhouses, being of course Taleo, Brassring (Kenexa) and Vurv. In the talent management space, there are several more including…
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I4CP: Retaining Hi-Po’s
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The following was contributed by Erik Samdahl from the Institute for Corporate Productivity and highlights results from a recent stufy of theirs. The Institute for Corporate Productivity (i4cp), the company I work for, recently did a study on how companies gauge and retain high-potential employees. These “HiPos” are the bread and butter of organizations, as…
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Taleo Goes Down Market
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“Recruiting and retaining talent is the number one challenge for SMBs, and job boards, Excel spreadsheets and Outlook fall short when it comes to competing for superior candidates,” said Jason Blessing, group vice president and general manager, SMB, Taleo. “With this alliance, Taleo and Paychex are empowering SMBs with a compelling and high-value offering that…
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“Talent” as Marketing?
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Seth Godin’s recent post on Talent and marketing HR hit home on may fronts. What if you started acting like the VP of Talent? Understanding that talent is hard to find and not obvious to manage. The VP of Talent would have to reorganize the department and do things differently all day long (small example:…
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Competencies and Collaboration Models
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Does HR participate in the identifying who is in a project team and who collaborates? All too often, project teams are identified by people knowing other people and thinking that skill sets exist. The problem with this is that collaboration models and the internal professional network can stagnate without necessarily new ideas or practices being…
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Lawson – Moving Core HR to The Talent Suite
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Lawson’s introduction of their new Strategic HCM product heads into an interesting direction. I got the change to talk to Larry Dunivan at the Lawson CUE conference and also to see the product briefly. While I’ll admit that I’m never really negative when I see new product (hey – it should be good if it’s…
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Competencies are the Resource, Not Humans
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Human Resources. Are we? I’d suggest that we’re not. The building is a resource. The forklift too. You and I? I think not. We’re operators of resources. My theory is not that we are the resource, but we have the KSA’s (in old school terms) that can be resources. In today’s terms, I think we’re…
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What is Talent Management?
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JPIE wonders. I answer. Sort of. Hype aside. What is talent management? Software, services, software as a service – what? What components make up talent management? Applicant tracking, succession planning, compensation, training, assessments, metrics – what? Where does it start and where does it end, and why? Exactly what are the boundaries of talent management? …
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How Do You Identify High Potential Employees?
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The Institute for Corporate Productivity (is there an institute for everything?) recently conducted a study on high potential employees and the practices of organizations around them. If you want to be groomed for a leadership position, then it pays to be viewed as a “high-potential” employee, or “HiPo,” for short, according to a recent study…
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Is The Cornerstone of HR Job or Performance?
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HR is certainly changing. The trend over the last few years is that we are organizations focused on the strategic (over the administrative). This has manifested itself in numerous redesigns of the HR function for shared services, HRO/BPO, and the HR Business Partner. This has also included a shift of thinking as we are all…
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An Update with Sum Total
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I’ll admit. It caught me completely off guard to find out that the major learning vendors (Saba and Sum Total) have been offering talent management systems for the better part of a year (or longer). I’ve been advocating this for some time as I’ll explain below, but they have been flying under the radar for…
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Another Interview with SuccessFactors
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It’s always good to talk to SuccessFactors. After all, like Kleenex and tissue paper, SuccessFactors has almost locked themselves and the brand most affiliated with talent management software. There is more hype than ever around talent management and implementations, but in the recent HR Technology show in Chicago, SuccessFactors seemed to lag in the hype…
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WorkStream 7.0 Demo
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I always like it when I get to see product. While I often do as part of my normal job, I don’t overlap meaning I won’t write about things I see when consulting for a client. In the upcoming months however, quite a few vendors are scheduling demos for me privately, and giving me a…
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Knowledge Infusion’s Talent Survey
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KI’s newest survey around talent presents some salient findings that we should all find quite obvious, but we all seem to ignore anyway. In the first paragraph below, Jason Corsello states that HR people still don’t know how to present a business case. Perhaps it is that HR people don’t know how to speak “Finance”…
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Talent Management in a Knowledge Economy
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A recent issue of the Economist highlighted talent management in Big 4 accounting firms. This is especially interesting because while the rest of the economy is heading towards greater levels of knowledge work, the Big 4 are arguably at the leading edge. In truth, their work is almost 100% knowledge work and the trends they…
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SystematicHR’s Thoughts for 2008
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I suppose that I do need to put together a list of things I’m especially interested in this year. Many of these are already trends. Some of these will never be, but are things perhaps only I am interested in. Other ideas might actually emerge in 2008. The War for Talent: People will realize that…