Kick Your Talent Management Program Up A Notch

May 2008 Newsletter

Please click on the links below to read the complete articles.

Why is Talent Management and Human Capital Important?

We’ve gone through years of euphemistic changes in naming the corporate function of hiring, developing, managing and firing individuals and now, radical changes in the generational makeup of today’s workforce. Yet, people – our human capital – are still our most valued asset, and how we manage this asset is critical.
May 8, 2008 Bill Kirby

Talent Management: From Competencies to Organizational Performance

The American Productivity & Quality Center (APQC) team discovered the following overarching patterns, insights and findings after studying best-practice talent management organizations. The study reveals much about how these organizations are attracting, developing and retaining vital organizational talent.
May 8, 2008 Consortium Benchmarking Study by the American Productivity & Quality Center. Subject Matter Expertise by the Center for Creative Leadership

Talent Management: From Competencies to Organizational Performance – An Inside Look at The United States Internal Revenue Service

The IRS has undergone a major transformation in the area of talent management, particularly with executives, middle management, supervisors and professional individual contributors. Their transformation offers a blueprint for organizations wishing to revitalize their talent management efforts.
May 8, 2008 Consortium Benchmarking Study by the American Productivity & Quality Center. Subject Matter Expertise by the Center for Creative Leadership

Talent Management for the Next Generation

How do you attract, onboard and nurture new talent, while developing and keeping the in-house talent from looking for greener pasture? And. how can you increase the odds of getting the performance that you want at the end of the day?
May 8, 2008 Lisa Smith

The Next Phase of Talent Management

No longer will HR’s lead role be “fact checkers” and “data keepers.” The next phase for HR will be to predict an organization’s needs and provide a roadmap for success using the emerging predictive analysis model.
May 8, 2008 Lynn Jackson