Talent
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Creating the Employment Brand
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Earlier this year, John Sullivan wrote a great piece on employment branding that I thought I would bring back to life. In it, he describes some great steps to creating a brand as well as advertising that brand once developed. I’d like to highlight just a couple of points here and then send you along…
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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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Does Talent Management Create Culture?
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Ron Lawrence writes in CLOmedia.com that HR shape a company’s culture by finding and developing talent. I’m having a hard time buying into that. My answer to the question “does talent management create culture?” is simply: “no.” In reality, creating a high-performing company depends on finding and hiring the right people, then nurturing, developing and…
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Video iPods in Training
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“Training is now going to employees rather than the other way around.” ((Gronstedt, Anders. June 2007. “Employees Get and Earful.” HBR June 2007, Pg 26)) A few months ago I posted some podcast ideas that you could use in HR. Harvard Business Review recently listed a few excellent reasons to continue expansion of this format…
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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…
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What’s the Difference Between Employee Engagement and Commitment?
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Thanks to Terry for pointing me to an article Regina Miller wrote. In it, Regina speculates at the different definitions of commitment versus engagement. It seems that the world has been caught up by this employee engagement fanaticism, in the process discarding the old world employee commitment paradigms. While it’s entirely possible that they are…
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Understanding the Contributors to Employee Engagement
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The May 2007 issue of HBR gives us a broader view of employee engagement and defines some of the contributors for it. Not surprisingly, employee engagement is not made up of one huge event that makes the employee committed to work, company and co-workers. Instead, each workday event has marginal immediate and downstream effects on…
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Choosing the Right Talent Strategy to Drive Profits
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So how much does it cost to drive up revenues by 1%? There are many possibilities including: Cost of acquiring new talent versis: Cost of developing new talent Cost of rewards versus: Cost of 1% increase in engagement So which of these has the largest actual impact to the bottom line? It’s not as if…
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Management as a Productivity Barrier
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Peter Drucker: “So much of what we call management consists of making it difficult for people to do work.” A while back I had a post around “1 Jerk = $160K.” We’ve all experienced managers who are either idiots or just complete jerks. The fact of the matter is that these types of managers are…
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An Interview with HR Smart
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A while back, I had the opportunity to speak with HR Smart, a talent management software vendor and service provider. As with many vendors, HR Smart has had applicant tracking since 1996 and they have been slowly building a suite of talent products around that ever since. The conversation intrigued me mostly because they have…