Remove 2014 Remove Career Development Remove Productivity Remove Succession Planning

3 HR Trends in 2014

Dave's Weekly Thought

It's been an interesting year in the world of Human Resources: The certification debate rages on , talent management is evolving at whiplash pace, generational diversity has created a roller coaster of succession planning and the social space has never been more populated with educated HR advisors. It is commonly overlooked that HR is the only organizational department with such an influence on company success. Here's to a powerful and productive 2015!

“Talent Management? Isn’t That for Hollywood?”

HR Daily Advisor

We used to look at these priorities as separate silos, says Bersin: Learning and Development. Leadership Development. Succession Planning. Workforce Planning. Hiring strategy and development planning not in sync. Learning plans not linked to assessments and skills gaps in current talent pool. Career development wanted. Defined career paths and competencies not clear and consistent. Hard to plan for the future.

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Rewards and the Uncredentialed, Disruptive Misfit

Compensation Cafe

In a more recent example, successful venture capitalist Paul Maeder discusses the important role that disciplinary outsiders, often people without formal training, play in generating innovations. Are our performance management/career development/succession planning processes designed to recognize those with expertise gained in non-traditional ways as well as those who may be counter-cultural and disruptive in a way that''s ultimately beneficial?

Career Champions

HRO Today

Today’s employees are happier, more productive, and more engaged when their jobs bring intrinsic rewards, or the feeling of doing meaningful work that propels their personal and professional growth. In this environment, career development is no longer a perk reserved for certain high-ranking positions—it is an expectation. the development of new perspectives (27 percent). “A Sponsors use their influence to help employees advance their careers.

CHRO 40

Top Reasons for High Turnover Rates (And How to Lower Them)

Zenefits

Take a look at this infographic from Maximillion , a UK-based events planning company. On top of that, it can take up to two years for a new employee to become as productive as an existing worker. . Career Development. Problem: Employees lack opportunities for career advancement. Solution: Implement succession planning and offer professional development opportunities. Offering employee professional development opportunities.