{"id":572,"date":"2007-01-02T01:00:05","date_gmt":"2007-01-02T09:00:05","guid":{"rendered":"https:\/\/systematichr.com\/?p=572"},"modified":"2006-08-22T12:00:17","modified_gmt":"2006-08-22T20:00:17","slug":"how-to-develop-people","status":"publish","type":"post","link":"https:\/\/systematichr.com\/?p=572","title":{"rendered":"How to Develop People"},"content":{"rendered":"<blockquote><p>Any organization develops people; it has no choice.  It either helps them grow or it stunts them\u2026  In developing people the lesson is to focus on strengths.  Then make really stringent demands, and take the time and trouble (it\u2019s hard work) to review performance.    ((Drucker, Peter F.  \u201cThe Daily Drucker.\u201d  HarperCollins, 2004.  Page 275))<\/p><\/blockquote>\n<p class=\"MsoNormal\">Do you even have a talent management practice yet?  I\u2019d say that pretty much every large organization has a \u201cVP of talent\u201d or something similar.  However, the small and mid sized businesses may be lagging behind a bit.<\/p>\n<p class=\"MsoNormal\">While everyone has performance and compensation management processes, how effective these are without the appropriate planning, communication, strategy and technology behind them are suspect.  Unless you\u2019re rolling out things like performance in a very methodical way and ensuring your managers apply process, policy and brand in identical ways, your employees will never get similar experiences.  As you know, managerial ability is too variant to be depended on.<\/p>\n<p class=\"MsoNormal\">Get the right competencies into your organization to manage talent, and then implement strong (strategy compatible) systems behind the people.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Any organization develops people; it has no choice. It either helps them grow or it stunts them\u2026 In developing people the lesson is to focus on strengths. Then make really stringent demands, and take the time and trouble (it\u2019s hard&#8230;<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_coblocks_attr":"","_coblocks_dimensions":"","_coblocks_responsive_height":"","_coblocks_accordion_ie_support":"","footnotes":""},"categories":[8,20],"tags":[],"class_list":["post-572","post","type-post","status-publish","format-standard","hentry","category-strategies","category-talent-management"],"_links":{"self":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/572","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=572"}],"version-history":[{"count":0,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/572\/revisions"}],"wp:attachment":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=572"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=572"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=572"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}