It seems that there are generally two kinds of career mapping. One results in the pro forma career map, which shows how the organisation wants people to progress. It is designed by working backward from a destination job to identify the feeder jobs that will allow a person to get there. The other gives a career map …
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. Employees and managers now expect to be able to access …
We’ve seen the rise of the so-called ‘career consumer’ who is perhaps more demanding in terms of their workplace development. As such, managing their performance can be a challenge. We believe that by changing managersâ and employeesâ approach to performance management can make a difference. This view was shared with Personnel Management and forms the basis of an article by Cath Everett. …
Read what we think about performance managing ‘career consumers’ in Personnel Today
In our blog last week, Professor Nick Kemsley, outlined trends in how talented people are viewing their careers and their interactions with their employers. In this video, he explores how these trends might translate that across to succession planning – and highlights five key considerations for us Take a look at the realistic and valid timescale …
Succession Planning within the new Talent model – 5 things to think about Read More »
In our blog this week, we take a look at the impact that the consumerisation of talent is having – or may need to have – on our the succession planning activities of an organisation. With the growth of the career portfolio organisations need to align their succession planning approaches far more to how talent thinks …
Talent Consumerisation – what does it mean for succession planning? Read More »
In a previous blog we have looked at the rise of Talent Consumerisation. But what does this mean for some of the most important talent management activities and processes? In this first blog of a series, we look at the impact on Performance Management – and the shift to more continuous performance management. We believe that the Consumerisation …
Talent Consumerisation – what does it mean for Performance Management? Read More »
Talent management software specialist Head Light will explain how a âmarketing mindsetâ can help employers to develop more effective talent relationships and create competitive advantage, at the HR Software Show (stand H260, 17-18 June, Olympia). âTalented people with in-demand skills are in an increasingly strong negotiating position and theyâre beginning to act like career consumers,â …
HR teams must see âtalentâ as career consumers, claims Head Light Read More »
In these times of increasing employee choice, Generation Z and the âportfolio careerâ, do we think about the top talent â and those with the key skills we need â as consumers? Do our managers? Do we tailor our engagement programs, develop career and succession plans to reflect their needs, make feedback, growth and performance conversations a …
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 â keeping them engaged will keep them loyal. Â Aim to understand and meet their needs – just as your organisation attempts to meet the …
Improving Talent Management by learning from Marketing Read More »
Developing Skills. Encouraging Performance. Boosting Recognition.
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