talentedge

You may recall a couple of months ago we ran a WebPoll question asking how many of you had a structured talent management program. The response was very surprising in that 94% of respondents did not have a structured talent management program in place.  Which led us to thinking a number of things, particularly how do we define talent management? and what are the key factors contributing to best practice talent management processes? Fortunately for us Bersin & Associates have conducted a comprehensive study where they surveyed more than 750 corporates to assess their levels of sophistication across 62 talent management processes. The findings are somewhat surprising leading to The Top 22 representing the priority list for HR executives and line managers in the development and management of 'talent'. Here is a quick summary of these surprise findings:

1. Focus first on coaching... at the top of the list is the implementation of coaching programs for employees. Organisations with strong coaching cultures, coaching programs, and support structures develop much higher levels of engagement, leadership, flexibility, and performance. (As you know, last month we asked the question "Does your organisation have a cohesive Coaching Program?", see below for the results).

2. Take a skills-based approach to workforce planning. Skills-based workforce planning processes are ranked second and third.  In today's tight talent market, organisations must thoroughly understand and address current and future workforce skills gaps.

3. Consider re-evaluating competency models.  Research shows clearly that competency management is the "currency" for talent processes and decisions. Without identifying the competencies that make your organisation succeed, talent decisions are made on quicksand.

4. Performance management is key.  Focus on goal-setting and development, not appraisals. Effective performance management takes place every day, not once or twice a year. Setting goals, ensuring goals are correctly aligned, and development planning are critical components of managing employees - the backbone of your company's success.

5. For sourcing and recruiting, think sales and marketing. In a tight labour market, organisation must do a far better job of targeting, sourcing, recruiting, and assessing potential candidates. Recruiting has moved from a purchasing function to a sales and marketing function.

Hope you find the above a useful guide to get you well on the way to implementing a structured talent management program in your business (for the full report, see below) - you just may be closer than you think?!.

Warm Regards, Deirdre
Corporate Talent Agent

(Source: Bersin & Associates www.bersin.com )

Deirdre Gruiters is the Executive Director - Consulting for aCE talentNET, or in other words, aCE talentNET's Corporate Talent Agent. So if looking for Organisational Development resources is what you're needing to do, then Deirdre and the team of aCE talentNET know how to find them. Ask anyone of our continually satisfied clients.

develop youredge The following 3 articles are our favourites for this month; and a snapshot of the fabulous content on the aCE talentNET blog  ... feel free to visit and make comments •  Talent Management Strategy: Top 22 Programs that Drive High Impact This research was designed to do three things: first, gain a clear understanding of how corporate talent management is defined; second to understand the trends and directions in implementing these processes; and third, most importantly, to see how talent management drives business results. Click here to read the complete article and read Bersin & Associates recommendations for the three tactics that will put your talent management strategy right on track.   •  Recruit and Re-recruit - by Beverly Kaye and Sharon Jordan-Evans. Hiring is a critical managerial competency, and it doesn't stop with the job offer. Today, re-recruiting your best people is as critical as hiring them in the first place. Do you have "re-recruiting" initiatives in place? Do you know where to start if you don't? •  Succession planning: women in the pipeline? Succession planning is considered necessary for every organisation from the family farm through to Fortune 500 companies. Teresa Russell talks to two organisations that operate at different ends of the spectrum. Both are doing what is within their powers (and budget) to identify, develop and retain future leaders - with a special emphasis on women.

Consultants - to be eligible for up-coming opportunities, please use this time to complete your online Consultant profile on the website. 

• We are delighted to welcome a number of new Consultants to aCE talentNET.
  
• If you do wish to see what your details are on file, now would be a great time to visit and update as required. However, don't despair if you have lost your password, simply request a new one be sent to you!  We look forward to seeing many of you update your details soon!!!
  
• And don't forget to add your CV directly into the database for ease of updating and information data access.