Another good article on learning from professional sports teams and their talent management practices.
Good advice that I have found this to be true both managing consultants and analysts.
Mark provides his take on the Kenexa analyst day - very bullish on its prospects. We have maintained since our initial published research on talent management in 2005 that the combination of applications, content (competencies, analytics, etc.), and services would be required to get the most from talent management investments. More services businesses are getting involved (like Mercer). The market is evolving from automation to effectiveness.
Good article on how talent management is evolving given the macroeconomic environment.
For those in interested in a nice summary of jobs data take a look at the latest from the June 2010 report.
More survey data on talent management adoption - this time from E&Y.
Interesting survey on talent management adoption from Towers Watson.
Great post on performance management as a lever to achieve specific business outcomes. I wrote about the concept in a broader sense for talent management at the end of 2007 here "Unlocking the Strategic Value From Talent Management Application Investments" http://www.gartner.com/DisplayDocument?id=571207 - Gartner subscription required. However, the notion of performance variance as something to manage is an interesting one.
You could put HCM for CRM and employee for account and it would equally true.
A great example of an analytic methodology to use to improve candidate sourcing effectiveness.
John Sumser's presentation on Recruiting Disruption from ERE. It is a good use of Scenario Planning for driving a discussion about how the future might unfold.
Great post. It all starts with the business metrics. The key is to understand how HR interventions move the needle.
This post gives a glimpse into the future of how traditional HCM thinking needs to evolve based on social networking - a must read.
Gartner's first take on SuccessFactors' acquisition of Inform (formerly InfoHRM).
I was going to write something similar for different reasons. I think HR organizations are intrigued by social media, know they should do something about it, but do not really know what. In the discussions I have with clients, it rarely comes up (only for sourcing in recruiting). I know others at Gartner take calls on it, but if HR and HRIT organizations were that focused on it, I would think it would show up a lot more. Ok, I am ready for the luddite label.
Great observations about high performance teams. Great talent management is much more than tools and technology, it is about creating a culture that fosters high performance.
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