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”

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”

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”

Why most succession plans don’t add any value

At its very core, the problem is that most succession plans are never used. And if not used, it is hardly a controversial to say, that they don’t add value. Many large international companies spend much time and resources on developing a complete success planning program, which intends to identify a person who will takeContinue reading “Why most succession plans don’t add any value”

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”