Talent
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Change Management, Communications, HR Strategy, HR Technology, Knowledge Mgmt, Learning Mgmt, Portal
HBR – P2P and Web 2.0 Leadership Development
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In 1995, two young U.S. Army officers who had been friends at West Point found themselves living down the street from each other at a base near Honolulu. Nate Allen and Tony Burgess were both in their first stints as company commanders, each responsible for three platoons, or about 120 soldiers. At the end of…
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About Stretchwork and Career Management
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Julia Hanna recently wrote about the use of stretchwork applied to career advancement in the August 9 issue of HBS Working Knowledge. Stretchwork has been a tool utilized by performance management professionals for ages. In truth, we in HR have known about stretchwork long before the academics decided to study it. The concept of stretchwork…
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Learning to Talent Management Integration
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We’ve already talked about performance, compensation and succession. Adding learning to the equation is fairly simple, but again, it’s a two way street (perhaps more circular than linear). And once again, it all starts with jobs and the competencies that are attached to those jobs. All competencies should drive a set of learning activities. How…
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Succession Planning to LMS, EPM Integration
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Integration between the various functional “modules” that make up a talent management suite (TMS) are numerous, and in the next couple of days, I’ll cover a couple variations. The first is data integration that revolves around a succession planning process. In my humble opinion, succession planning is not an activity that requires a huge amount…
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Performance Management to Compensation Management Integration
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Unfortunately for most managers, technologists usually see a need to integrate performance scores with the compensation planning tools, but not much more than that. The reality is that if you are a manager, you really need more than just a score. First of all, the score has to be meaningful in some way, and second…
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Recruiting to Talent Management Integration
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Here starts another series, this time on integration and in response to a rather surprising showing of interest in Performance Management Integration back in early August. In this series, I’ll be covering not only the reasons why integration is critical, but also what components to think about. First on the list is recruiting to talent…
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Stopping the Talent Drain
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This site has many recurring themes, but here are 2 of the most popular: There’s a talent drain and it’s only getting worse. Compensation is no way to retain your highest performers. Obviously I was struck when I read “Stopping the Talent Drain” in Business 2.0 magazine. ((Pfeffer, Jeffrey, July 2006. “Stopping the Talent Drain.”…
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The True Costs of Unionization
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In an attempt to be apolitical (which is truly difficult for me), I was reading a New York Times article about United mechanics entering into a training program after layoffs. The success rate of returning those mechanics was dismal if the measurment was to get them into a job with similar pay. The success factor…
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Retaining Your Senior Talent
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I (and many others) keep talking about the major reductions in senior level talent coming our way. Retirees will make up an increasing percentage of our population in the coming decades, and there are too many large shoes to fill. One of the major challenges is to understand how we as HR organizations can enhance…
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Performance Management Integration
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Jim Holincheck recently wrote about some findings from HR Executive’s survey of performance management practices. I’m not surprised that performance management is still on the rise – undoubtedly it will be on the rise for quite some time as new installations keep growing and eventually upgrades and replacements of systems will feed the vendors. It’s…
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So You’ve Been Retained: Part 3
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What to do now? Some organizations are great at redefining roles. Others are terrible. Honestly, it’s part of the change management process, but again, some are great at change and others not. The big question in this series: What do I do now? Generically, that’s easy. Specifically, depends on your company. In part 1, we…
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So You’ve Been Retained: Part 2
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Coping with the loss of friends and associates (the guilty survivor) One of the worst things for both management and the retained organization is deciding and coping with the people who will be losing their jobs. As mentioned in the first part of the series, sometimes there just isn’t a spot for great people. Old…
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So You’ve Been Retained: Part 1
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Who are you? With the recent glut of HRO and other outsourcing deals, it’s obvious that some employees are going to be invited to stick around, and others will be given the pink slip. With over 100 HRO deals out there (defined as fully outsourcing at least 5-6 processes), there have been a fairly large…
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On Engagement and Learning
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The following is heavily plagiarized from Fortune Magazine (reference below) Francis Upton was a Princeton-trained mathematician. Working for Thomas Edison, he wrote to his father, “The strangest thing to me is the $12 that I get each Saturday, for my labor does not seem like work, but study.” It was Upton who bought the Instruments…
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To Engage Employees, Let Them Go
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The Edelmann blog highlights a New York Times article analyzing the affect of vacation time (or lack of) on employee engagement and turnover within the younger generation of workers (not quite phrased that way of course). Many young people in the workplace are finding that quitting their job is becoming the satisfying new alternative to…
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A Checklist for Leadership Development
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We all hate this talk about “HR having a seat at the table.” It’s a tagline that getting old and perhaps a bit insulting. The truth is that HR has the influence to spearhead initiatives such as leadership development, but that influence is effective only when combined with the ability to mobilize the senior executives…
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Growing Talent as if Your Business Depended on It
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Talent management is clearly one of the morst popular strategies in HR today. Getting the most attention are components of talent management that can be systematized through software vendors like Taleo, SuccessFactors, Vurv, Authria and many others. Talent Acquisition, performance management, learning maangement and compensation management are quicker hits because implementation of process and success…
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Employer Branding and Talent Management
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The Human Resources IQ Blog has a nice write-up for creating a great employee value propusition and it’s affect on attracting and retaining talent. At systematicHR, we’ve been using the term employer branding, but if fact the two terms may be slightly different. I actually see the employee value proposition as a subset of the…
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An Interview With SuccessFactors
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I had an opportunity to speak with Rob Bernshteyn from SuccessFactors about the direction they are heading. I’ll admit that SuccessFactors has been one of my favorite talent management vendors for a long time. I have always thought of them as having excellent functionailty and technology. Their data center and application delivery from a technology…
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The Future of HR Technology
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I’m looking at a convergence of talent, portals and business intelligence. The next wave of technology is not around any specific functionalty. The next wave is going to be about integration with the rest of the business. Talent, portal and BI technology all still have long runways in terms of development and sales. In now…