Prediction: The HR specialist will be back

The HR Partner role (the HR generalist) is very much in vogue.  Everywhere I look (here in Northern Europe) this model is being applied. In fact, over the last five years the title “HR Partner” has probably received a bit of a mini-revival again. It is cool to be a HR Partner theses days. TheContinue reading “Prediction: The HR specialist will be back”

There is no best Talent Management KPI

Imagine your CEO asks you to come up with one KPI he can track to evaluate if your talent management program is successful. Which talent management KPI will you choose? The example may be hypothetical, but not unrealistic.  I know HR executives who have five or seven KPI’s which they discuss with their CEO onceContinue reading “There is no best Talent Management KPI”

Let Hell Week inspire your recruitment process

The “war for talent” has made many companies change their recruitment processes and practically beg talents to come and join their company. The processes have been made as friendly, warm and inviting as possible partly to signal that it is a friendly and open company (nothing wrong with that) but also to convince talented peopleContinue reading “Let Hell Week inspire your recruitment process”

The best definition of talent for your talent management program

What is a talent? Is it only Einstein and Mozart who are talents or are we all talents in our own special way? The way you define talent is important. Or worse, perhaps you haven’t explicitly thought about how you define it? Do not underestimate the influence of how you define things – it greatlyContinue reading “The best definition of talent for your talent management program”

The Top 5 Posts of 2012 from the ‘All About Human Capital’-Blog

It’s been a fantastic and fun year writing blog posts on this blog and in honor of the New Year, I’d like to share the most popular posts to my readers over the past year. Here are the top 10 posts in terms of views and re-tweets from this blog for 2012, enjoy: 5: TheContinue reading “The Top 5 Posts of 2012 from the ‘All About Human Capital’-Blog”

Top 5 Talent Management KPI’s

I was reading an excellent White Paper by among others Jeff Higgins from Human Capital Management Institute which is called “Top Five Metrics for Workforce Analytics“. The White Paper lists five metrics of which one of them is an index they call ‘Talent Management Index’ – something which alerts me when I read it. WhileContinue reading “Top 5 Talent Management KPI’s”

Why you should also track effort in your performance management system

John Wooden was arguably one of the best coaches in sports history. He won the NCAA championship ten times in 12 years – seven of which were in a row. Not only that, he was also a fantastic player and he is the only person ever to be named basketball All-American both as a playerContinue reading “Why you should also track effort in your performance management system”

5 myths about the hardest thing when measuring ROI on HR

Measuring ROI on HR is not difficult. In fact, with some training anyone can master this. If you know how to do it right, it is really all about planning, persistence and probabilities. However, at (at least) one point during the process, you will be left with a question which goes something like this: “HowContinue reading “5 myths about the hardest thing when measuring ROI on HR”

Talent assessment – don’t make the X-factor mistake

Talent assessment is the cornerstone in any talent management program. The idea is – to power phrase Jim Collins – “to get the right people on the bus and put them in the right seats”. Well, before you can do that, you need to figure out who the right people is. Right? That is essentiallyContinue reading “Talent assessment – don’t make the X-factor mistake”

The ultimate definition of Human Capital

If you Google “definition of Human Capital” you will be surprised and overwhelmed. It is a vast and contradictory  amount of definitions you will get. And frankly not very helpful as they don’t explain exactly what it is. For example, if you look at Wikipedia under ‘Human Capital Management’ you will find that it redirectsContinue reading “The ultimate definition of Human Capital”

The costliest mistake you can make in Talent Management

Talent Management is difficult to get right. Let’s be sure about that. In fact, most talent programs have a negative ROI if properly measured. However, there is one mistake you should avoid at all costs as it will lead to high turnover of talents (and a negative return on investment). That mistake is not havingContinue reading “The costliest mistake you can make in Talent Management”

Why Talent Management no longer matters

Since McKinsey in 1998 published their article on “The War For Talents” it has been widely accepted that Talent Management should be a key priority for any HR department. Actually, make that for any top management team in the world. Indeed when surveyed “Talent Management” or “Attracting the right talent” always come up as oneContinue reading “Why Talent Management no longer matters”

5 ways to improve the ROI on Talent Management

Lets face it – most companies don’t measure ROI on their Talent Management programs. Perhaps this is because they don’t know how to, that they know the result will be scary (very negative) or just because they don’t believe in measuring HR. For whatever reason, they are starting from way behind the starting line. ROIContinue reading “5 ways to improve the ROI on Talent Management”

Do talents or systems make the difference?

What makes the difference; talents or systems? If you take, say, a great soccer player like Lionel Messi and put him into an inferior team will he do well and make a difference to that team or is it the fact that he plays for Barcelona that what makes him great? This question – formulatedContinue reading “Do talents or systems make the difference?”

Five popular myths about Talent Management

To produce a value-added Talent Management program you need to understand – and avoid the pitfalls of – five popular myths about talents: 1) Talents are easy to identify. Talent are rarely in the position they ought to be in or in a position which reflects their potential. Identifying an organization’s talents require a rigorousContinue reading “Five popular myths about Talent Management”

Talent Management processes are still not good enough

I have just read a research bulletin from Bersin & Associates from 2009. They conclude in a survey that 40% of companies have talent management processes at ‘a novice stage’, 40% at ‘an intermediate stage’ and 5% at ‘an advanced stage’ with 15% not having any talent management processes at all. Bersin & Associates prefersContinue reading “Talent Management processes are still not good enough”

The War For Talent – McKinsey article 13 years on

I have just re-read the classic McKinsey article from 1998 called ‘The War For Talent’ (The McKinsey Quarterly, 1998, number 3). It is a great article and I will recommend you all to read or re-read it.  It is great for many reasons. Firstly, it was the article that coined the now famous phrase ‘warContinue reading “The War For Talent – McKinsey article 13 years on”

Shareholder value from a great talent management program

Every organization relies on a small cluster of talent in order to be able to execute its strategy and meet its goals. These employees – or talents – account for a disproportionate share of revenue and profits. They are the backbone of the organization and the company should do whatever they can to nurture andContinue reading “Shareholder value from a great talent management program”

Should contractors be part of the Talent Management program?

Human Capital Institute (HCI) has produced an interesting report/survey on the issue of contractors in talent management initiatives (see here for report). They conclude that procurement and selection of contract talent (CT) should be centralized in HR and the strategy around CT should be aligned with the general Talent Management Program. The background for theContinue reading “Should contractors be part of the Talent Management program?”