If you find value in content like this, sign up for my Talent Edge Weekly newsletter. I recently shared my cheat sheet with 12 examples of talent tactics that might underpin a talent strategy, ranging from talent redeployment and automation to upskilling, along with guidance on when each tactic works well or not and examples in practice. …
If you find value in content like this, sign up for my Talent Edge Weekly newsletter. Every organization has a talent strategy to enable its business strategy. But determining the right mix of talent tactics can be challenging given the range of options, from hiring to outsourcing, internal movement, and upskilling. While each tactic has advantages, the …
If you find value in content like this, sign up for my Talent Edge Weekly newsletter. HR leaders and their teams continue to be called upon to communicate aspects of their workforce strategy and talent initiatives. This editable PDF includes questions that can stimulate thinking and conversations that inform the narrative for a few of those areas. …
If you find value in content like this, sign up for my Talent Edge Weekly newsletter. In my 2016 article, Linking Talent Strategy with Business Strategy, I wrote about the critical importance of creating a talent strategy that aligns with and enables an organization’s business strategy. While the concept of linking the two may seem straightforward, the execution is …
Organizations increasingly rely on external talent, such as gig workers, contractors, consultants, and freelancers, to supplement their internal workforce. While there are several reasons for this trend, one is that many organizations report a shortage of internal talent to support the transformation efforts that their businesses have underway. According to a recent survey by RGP of over …
This article by Marc Effron discusses two crucial questions for evaluating an organization’s ability to create value through talent: 1) Is your organization able to sustain individual high performance? 2) Do you have appropriate talent depth in your most important roles? Regarding the first question, Marc highlights three scientifically validated enablers of performance: 1) effective goal setting involving clear …
Most organizations have a talent strategy to enable their business strategy. However, the tactics supporting a talent strategy can vary by organization. As leaders determine the right mix of buy, build, borrow, and bot tactics to help meet their organizations’ talent needs. This editable template includes a sample list of 11 talent tactics to consider. …
In my 2016 article, Linking Talent Strategy With Business Strategy, I mentioned that if you ask HR practitioners to articulate their company’s talent strategy, the answers might sound more like a list of talent processes, programs, and practices versus a strategy. And while these components enable a talent strategy, they are not a talent strategy by themselves. …
Talent management practitioners continue to reimagine their organizations’ talent practices based on skills rather than fixed, static jobs. I have shared various thoughts and resources that comprehensively describe why this shift is taking place, including Ravin Jesuthasan’s and John Boudreau’s excellent book–Work Without Jobs: How to Reboot Your Organization’s Work Operating System. But shifting to …
One talent management benefit in many larger organizations is that the size and number of employees in these firms allow them to develop internal talent pools that can be reallocated to different parts of the organization and at different organizational levels. But as this new 17-page research paper points out, the traditional use of talent pools …
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