Talent Mgmt
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SuccessFactors ULTRA
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Out comes a new release of SuccessFactors popular talent management system. My general opinion is that the leading talent management systems are all playing on a fairly level playing field. They are all pretty well integrated, they all have good functionality, and most are operating on a SaaS model. When you’re looking at feature-functionality, everybody…
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Making Your Average Employee Your Best Employee
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The world is made up of C players – those where are totally average in performance. Let’s face it, most of us have to be C players, and your organization will always be made up of them. However, even though someone has to be average, we can always hope that the average keeps getting better.…
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How To Coach New Managers
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I think it was Pat Riley (basketball coach) who once said that the best performers are not usually the best coaches. They often don’t understand why it’s so hard for everyone else to be a top performer when it came so easily to them, and therefore are rendered ineffective at managing others. You’ve wisely promoted…
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Failing your Employees Through Mentoring
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Harvard Business Review’s article “The Set-Up-to-Fail Syndrome” places the blame on failed mentorships squarely in the hands of the mentor, not the mentee. You start with a positive relationship. Something—a missed deadline, a lost client—makes you question the employee’s performance. You begin micromanaging him. Suspecting your reduced confidence, the employee starts doubting himself. He stops…
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The Fear of Feedback
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I once worked for an organization where feedback was deemed as critical to the success of any project. In this case, these projects were sales cycles, but the general principle is transferable. This organization had a group called “Afterburner” in to speak with the entire sales force. Afterburner was made up of ex-military pilots and…
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Will Millennials Be Able to Manage?
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HBS had a question posted asking how well millennials would manage. The core of the discussion follows: In short, they are high maintenance, high risk, and often high output employees… There seems to a fixation these days on millennials as employees. But what kind of managers will they make? Given the earlier reflections, one might…
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Collaboration is Innovation
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When it comes to innovation, the myth of the lone genius dies hard. Most companies continue to assume that innovation comes from that individual genius, or, at best, small, sequestered teams that vanish from sight and then return with big ideas. But the truth is most innovations are created through networks — groups of people…
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MIT Sloan’s 5 Steps to Filling the Talent Gap
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Sloan’s take of the talent gap is a bit different that the one we usually talk about. Instead of the impending crisis in the U.S. from all the retiring baby boomer’s Sloan instead identifies the troubles that global companies face from not being able to develop leaders abroad, or not having the leaders domestically ready…
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Anonymous Public Peer Reviews
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In what I think is a rather unusual twist to the performance and peer review process, the Canadian website Coworkers.com is a community of users that seems to focus on the peer review. There are several problems with this that I can see. First of all, these are unsolicited reviews for the most part. While…
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Tactical Talent Management Becomes Strategic
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Just a couple years ago, we always seemed to talk about outsourcing activities, processes and tasks that were administrative in nature. Part of the boom in Software as a Service (SaaS) was a re-visioning of outsourcing in a way that provided the scalability and cost efficiencies of traditional outsourcing to other services. (yes, broad generalizations…
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Connecting Employee Performance and Enterprise Performance
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Should Employee Performance Management be integrated and considered in Enterprise Performance Management? In an interesting twist, Thomas Otter and Jonathan Becher started a conversation here at exactly the same time that I was participating in the same conversation at Knowledge Infusion’s COE. Thomas states: One of my present irks is that both the finance community…
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Vurv 4.0
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Ok – I admit it. I still hate the rebranded name, but they are still one of the leaders in talent. In October at the HR Technology Conference in Chicago, they announced their 4.0 release. It has some nice features, and although I haven’t seen it yet, I hope to do so soon. First of…
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2007 HR Technology Conference In Non-Review
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I’m writing this one in response to Jason Corsello’s conference in review post. Mine however, is a non-review since I was not there. This kills me as I was registered, had a hotel room and everything, but was distracted at the last minute by an opportunity at billable hours. Next year, I’ll be there for…
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Workstream Update
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Last week at the HR Technology Conference in Chicago, Workstream released their newest 7.0 version of their talent management suite. While I have not seen a demo of the product live yet, this promises to be one of the most intriguing releases of the year. A month ago, I was very pleased when I saw…
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Your Workforce Bench Strength
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Jason Corsello has one of the most effective illustrations of workforce depth that I’ve seen. Every NFL team has a depth chart. Most are listed on their team’s website including the New England Patriots here. Every position on the team is critical and has a depth chart of at least three players plus a pool…
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The Toyota Way: Principle 9
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Grow leaders who thoroughly understand the work, live the philosophy, and teach it to others. A succession plan is nice. You in HR get to figure out how to grow your successors and shape their future. But if your current executives are engaged in the company, believe and act out the company philosophy, there is…
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Closing the Floodgates: Retaining Senior Talent When the CEO Leaves
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We’ve all seen it. A CEO leaves the organization and takes half of the senior management with him/her to their next gig. Then the new CEO comes in and brings in his/her team, and lets go of the rest of senior management that stuck around. You now have little or no organizational knowledge and perspective…
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The Truth Behind Asia’s Talent Markets
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You’ll never hear me contesting the idea that Asian talent markets are ripe to be the major force in the world economy. After all, when you have half the world’s population, it’s just logical to think you should eventually command half the world’s senior talent. However, decades of cultural and infrastructure problems plague them as…
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Labor Shortages: Myth and Reality
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There are two types of labor shortages currently under examination. The first is a shortage in the current labor supply, and then there’s the much feared future labor supply that is projected as the large population of Baby Boomers retire and fewer Gen X and Gen Y employees enter the workforce to fill those same…
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The Long Awaited Taleo Performance
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Last week Taleo announced their long awaited performance management module. I’ve been waiting for their talent management release for about a year since systemaciHR first heard about it. I’ve always thought they would be late to the game, and even though they have one of the best brands in talent acquisition, the fact that they…