When we follow up with organizations about their talent management practices, we talk with the executives. Why? Because talent management is a business imperative.
A few minutes into the Integrated Talent Management preconference session, I knew this was going to be a great learning opportunity. This is a brief summary of the session (so far!).
A few key items from the session I enjoyed:
- Continuous processes are key to talent management success. Organizations with disparate, one-off talent objectives are less likely to see positive business results from those practices.
- The most pressing talent concerns according to our recent study:
- Sustaining employee engagement (30%)
- Developing high potential leaders and succession management (27%)
TM steps 1) define org talent needs/skills, 2) identify individual talent strengths 3) align individual goals with org needs #Excellence15
— Ben Eubanks (@beneubanks) January 28, 2015
Workforce planning is highly impacted by internal planning: succession, leadership dev, etc. not just recruiting. #Excellence15
— Ben Eubanks (@beneubanks) January 28, 2015
One of the workforce planning issues: HR owns the strategy instead of the biz leaders.–>What can we do to fix that? #excellence15
— Ben Eubanks (@beneubanks) January 28, 2015
Start talking about competency management in terms of business impacts, not just "HR" terms. #excellence15
— Ben Eubanks (@beneubanks) January 28, 2015
You can't have 100 different competencies in your talent practices–those are wish lists, not real competencies. #excellence15
— Ben Eubanks (@beneubanks) January 28, 2015
Managers need to be employee development coaches–but the data says they're really bad at it. #Excellence15
— Ben Eubanks (@beneubanks) January 28, 2015
Which of these points is especially pertinent for you?
We’ll be sharing more about the conference this week. If you want to follow along from home, here’s how.
.png){kind=spacer}