Time to spring clean your competency framework?

If you already have a competency framework that has been in place for more than a couple of years, it may be in need of a strategic review and see how it's working for your business. Probably a good first step is to look at how and where your competencies are used and where they can be reinforced.  To help, here's a list of the reference points and factors for you to bear in mind as part of this:…

Building on Talent Management trends

Six weeks into 2016 and we're seeing a sharp increase in HR decision-makers ready to take the positive steps needed to take on the Talent Management trends we were seeing  last year. Trend #1 - The expectations of a Talent Management system in terms if its accessibility, interface and experience have risen dramatically.…

Will the trends in talent management of 2015 play out in 2016?

Before we start with the talent management predictions of 2016, let's take a moment to look back at 2015 and the 5 core trends in talent management we witnessed.…

Improving Talent Management by learning from Marketing

We believe that HR teams can look at improving Talent Management in their organisations by borrowing five techniques from marketing. Think of your employees as consumers of the career you offer – keeping them engaged will keep them loyal.  Aim to understand and meet their needs - just as your organisation attempts to meet the needs of your customers. Your marketing colleagues don’t think of your customers as one homogenous group - and know that one-size does not fit all, so why is Talent Management often approached in this way? Marketing teams gather data about consumer behaviour, they’ll segment the audience, develop an enticing proposition and they’ll target specific products and offers to defined customer groups, put in place retention programs and analyse data coming back to them.  How does this play out when we talk of talent as consumers?…

Create a Talent Management Strategy: take your business forward

Creating a Talent Management Strategy will give you cohesion and integration of your talent activities, a clear alignment with your business strategy and a common talent language for your people to understand. But typically talent activities grow organically and rarely do we take stock, and look at them as a whole.…

Selecting talent management software?

We’re preparing to meet senior HR and L&D decision makers at next week’s HR Inspired Conference – and to talk through with them how best to implement and deploy talent management software. If you’re thinking about introducing or updating talent management software, below are some questions you may want to ask your potential suppliers.…

Avoiding 'should' in 360

In a 360 review, asking someone what their managers or co-worker should be doing is over-stepping the mark. In our recent blog post we talked about there being four deadly mistakes when carrying out a 360 programme. We've explored two of those four mistakes in other blogs and now we look at what you are asking of your raters.…

360 informs talent management far beyond development

If you're using 360 to inform development plans, that's great - but you may be missing out on the value it can bring to other aspects of your talent management strategy. A key strategic need in organisations is to have the right people in the right place at the right time. Whether you call this talent management or succession planning, the point is that you must understand what skills your organisation needs to succeed and what constitutes ‘potential’.…

How mature is your talent management strategy?

When any of us start to pull together and refine a talent management strategy, we tend to jot down what seems to be a disparate set of HR and L&D actions, activities and resources which are spread around the business. They tend to include role profiles, HR databases, lists of training and development providers, articulated corporate vision and goals, recruitment adverts, annual performance meetings, manager reviews – and so on. They’re all key elements which can be brought together to become the building blocks of a strategy – but remember that no strategy can be delivered without the commitment of your biggest resource: your managers and leaders.…

6 barriers to effective employee engagement

Employee engagement surveys have been around for years.  Often run by HR, but sometimes they’re not – and yet surely employee engagement is pivotal to all aspect of successful talent management?  Without engagement in your 360 reviews or your performance management processes, how can they possibly deliver achievement of objectives – and with little engagement with the organisation, how realistic are your succession plans?…

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