Every week, I review blogs and other publications that cover talent development to find the very best talent development posts. This week, you’ll find pointers to pieces succession planning, onboarding, big data and the hunt for talent, and why talent management is an innovation imperative.
“Let’s say you’ve had your talent review meeting, using a performance and potential (9 box) matrix, and have identified a pool of high potential employees. Or, you’ve done a position based succession plan for key positions, and identified a slate of 3-4 candidates for each position. Maybe you’re a manager, and you’re just concerned about identifying and grooming successors for you own position, so that you’ll have a replacement ready when it’s time for you to move up or on. Now what? Well, unless you create and implement a targeted, robust, realistic, and measurable development plan, all that work will have been for nothing. Because in 2-3 years, you’ll be staring at the same list of candidates, and they won’t be any more ready than they were when you started.”
“Michelin doesn’t hire employees simply to fill open positions. The end game is to develop people for long and successful careers with the company. That mission, explains Sherie Burdett, begins with the onboarding process.”
“Big Data is suddenly hot, winning Harvard Business Review’s recent “sexiest job of the 21st century” sweepstakes. It’s been slow to penetrate the world of human resources, however – but all that is changing fast, says Beth Axelrod, Senior Vice President of Human Resources for e-commerce giant eBay Inc., and co-author of The War for Talent.”
“In this time of economic uncertainty, restoring your company’s competitive edge in innovation is critical to both maintain a sustainable recovery and sustainable leadership in our increasingly global economy.”