In an increasingly volatile and competitive market, companies that thrive are ensuring that their employees are knowledgeable business partners. Organizations that implement initiatives that attract and develop top talent and effectively communicate corporate values and strategy will maintain a vital competitive edge. This session will examine the development of a talent management web that extends across the organization with an emphasis on:
Martha LindemanA critical step toward creating a functional succession plan is to establish a pipeline of talent so that your high-level executives are never replaced with mediocre substitutions. Not only is developing employee leadership skills from within an efficient way to establish this pipeline of talent, but it also increases company morale as employees feel more valuable. This session will take an in-depth look into how companies are establishing pipelines of talent with a focus on:
Join David Sturt to hear research, gain insights and learn practical ways you can use recognition to help new hires feel welcome, connected and loyal right from the start. Share ideas with peers, discover best practices and walk away with simple ideas you can use to make a real difference.
Most companies are now using social networking to find talent, but how can you maximize the technology to rise above and gain that competitive edge? The obvious uses for social networking are external, but companies are failing to realize that there are many internal uses as well. This presentation will involve a discussion on how to leverage social networking, both internally and externally, with an emphasis on:
In these changing and challenging times, an increasing number of companies are rewriting their playbook to survive in the present and succeed in the future. However, the ambiguity and chaos that often accompanies radical business transformation can leave many employees confused and scared. What can you do to prevent your top talent from defecting to a better offer during critical times? How do you maintain a stable reputation among prospective talent during times of uncertainty? Discuss with your peers best practices for handling times of uncertainty including:
Establishing an environment in which candidates are aware of and are identified for internal opportunities is critical to employee satisfaction and overall productivity. Done well, internal mobility can attract and retain employees who appreciate that strong performance will be rewarded. However, inefficiencies or barriers within this marketplace will, over time, result in increased turnover and dissatisfaction among top talent and have a direct negative impact on bottom-line results. Discuss with your peers how to establish an efficient talent marketplace to both develop talent and improve employee retention and bottom-line results by:
We look both at Talent Acquisition and Talent Management and ask the question: What role should technology play in the development of these efforts? We focus specifically on the perspective senior non-technical managers should develop towards new technical advancements and popular technology trends. We put in perspective the historical role of software and its current fundamental challenges, and consider the solutions that are coming to market. We take a deep dive into Web 2.0 to separate the hype from the facts. Finally, we look at the current state of applied technology in the HCM space specifically and asses software product approaches to the unique, or not so unique, challenges of talent management.
Often, we are confronted with bringing on new executives to help turn-around a company and change its culture. The cost of doing that poorly is high in both direct costs and lost momentum. It becomes an even more complex and high risk venture when the executive team is almost all new, and the culture is in need of dramatic change. How, then, do you on-board new executives, build a leadership team capability, and manage broad change simultaneously and still build a sustainable organization? Based on a case study, discuss with your peers:
