Your Competency Model – Ask #HR Bartender

HR Bartender

Our company does not have a competency model in place, but we want to offer some skills training for our sales managers. But now there’s some confusion about whether we should conduct the skills training given the absence of a competency model.

Demystifying Talent Development and Employee Retention

EDSI

Written by Jennifer Giannosa - Senior Consultant with EDSI Consulting jgiannosa@edsisolutions.com& & What do top HR execs, consultants and specialists say are the biggest challenges in retaining and motivating their talent heading into 2015?& & “Keeping critical employees engaged and challenged while competing with progressive employers and dealing with steadily shrinking HR budgets.”

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Growing Talent Development Firms: Planning Your Plans

ATD Human Capital

This is certainly the case for the talent development industry, as it is for almost all others. It spells out what the business model will be, what it is expected to provide and deliver, whom it is intended to serve, whom it will compete against, and how it expects to operate.

Addressing 2015’s No. 1 business challenge:

HR Times

Posted by Robin Erickson on May 7, 2015. 1 challenge identified in the Deloitte Global Human Capital Trends 2015 report. Global Human Capital Trends 2015. is the vice president for Talent Acquisition Research at Bersin by Deloitte, Deloitte Consulting LLP.

New Business Realities Require New Leadership Competencies

FlashPoint

To regain the confidence and commitment of their teams, they still need fundamental competencies in the areas of integrity, strategy, results and execution, judgment, and team development, but more is expected today. Talent Development Talent Systems and Processes

CEOs Get It. Do HR Leaders?

China Gorman

The survey looks at how business leaders are finding new ways to compete in “an era of unprecedented digital change.” The first four themes are fairly predictable – and they all have some impact on talent strategies and HR functions – but the fifth, Diversity, might be a surprise to you.

How to Practice Intelligent Leadership

Qualtrics HR

Great leaders often demonstrate key “outer-core” competencies like effective decision-making, great communication skills, and the ability to effectively manage talent and help individual employees reach their goals. Intelligent Leadership for Talent Management.

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Why Career Planning Matters

Everwise

Which is why attracting and retaining talent is critical to a company’s success. In fact, a comprehensive, global survey of employees and HR leaders by Reed Consulting revealed that one of the top reasons for employee attrition is lack of opportunities for personal and career development.

Why the Best Companies Have Diverse Training Departments

ATD Human Capital

Diversity and inclusion in the talent development profession benefits organizations that desire longevity and overall growth. Indeed, during my career in the talent development field, I’ve noticed that I’m a minority among my fellow professionals.

6 Strategies To Improve Hiring Using Data

TalentCulture

Understanding your recruitment yield pyramid will help you identify gaps and develop strategies to recruit the right number and right kind of candidate. Create Development Programs Post-Hire. For many selection measures, the results can be used to inform future training and development.

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Leadership Development Trends from the Leadership Challenge Forum

FlashPoint

Recently Fl ashPoint had the opportunity to sponsor the 2015 Leadership Challenge Forum in San Francisco. More than 250 attendees from all over the world learned about the latest research and developments with The Leadership Challenge® Workshop and LPI®: Leadership Practices Inventory®, as well as other products and services associated with the program. We still want leaders who are honest, competent, inspiring, and forward-looking. Talent Development Talent Management

How Top Companies Develop Their Leaders

FlashPoint

In a marketplace with rapidly changing business requirements, where quality, service and innovation have become mere “tickets to play,” and disruptive technology, global competitors, and the rate of change itself create powerful and conflicting pressures for business leaders, how are organizations addressing leadership development needs? First, they’re taking a serious look at the competencies their leaders need to demonstrate. Talent Development Talent Management

Moving Women through the Talent Pipeline for STEM Careers and More

FlashPoint

One focus area is moving women through the talent pipeline, particularly in careers related to STEM (science, technology, engineering and math) but also in other fields. HR can play a key role in opening the talent pipeline so that more women flow through to the top.

Today’s Toughest Challenge: Selecting Leaders to Lead into the Unknown

FlashPoint

Even in organizations with an heir-apparent, business realities may suddenly dictate new skills and competencies in order to address challenges presented by advanced technologies, global competition, new channels for selling, diverse employees, and more. Their knowledge of the changing talent marketplace can be useful. Executive competencies and core competencies. The organization must develop these—or update them if they already exist—to greatly enhance hiring.

Your employees are probably looking for a better deal.will they find it?

Compensation Today

Crystal Spraggins, SPHR Today we’re releasing the much anticipated 2015 Compensation Best Practices Report. Key findings from the 2015 Compensation Best Practices Report include: 55 percent of organizations increased in size in 2014; only 9 percent of organizations decreased in size.

Organizational Success: It’s a Team Effort

FlashPoint

Even if you’re great at developing one-on-one relationships with team members and directing the work of individual contributors, that in itself is not enough. As you work to grow your leadership competencies and lead effective teams, here are some key areas to focus on: Make sure that everyone on the team understands the team’s goals —what the team is trying to achieve and how that fits into the organization’s overall objectives. Coaching Talent Development

Mind the Gap

FlashPoint

My mentor went on to share how the idea of “mind the gap” applies to managing talent. In the war for talent, many organizations are misstepping and taking nosedives. As you manage your talent, it’s important that you avoid this—that you’re aware of where your own talent gap lies and that you take steps to bridge it. First, you have to define your organizational strategy and determine the competencies that your employees must demonstrate to achieve it.

Supporting Patient Outcomes with Leadership Development

FlashPoint

This requires them to think strategically, break down silos, and help leaders develop competencies needed to guide the organization through an ever-shifting environment. Both the May and June issues of TD magazine cover the healthcare industry and how it’s addressing these challenges through talent initiatives. Our discussions centered on finding ways to develop leaders and how important it is to get executives, including physicians, onboard with these efforts.

Basketball, Broadcasting, and Lessons for the HR Professional: Highlights from the Annual SHRM Conference

FlashPoint

Especially if the gathering is the SHRM 2015 Annual Conference and Exposition in beautiful Las Vegas! He went on to say, “We need leading qualifiers” to help us assemble teams with the right strengths, competencies, and skills. Many old—and new—friends of FlashPoint met with us and talked about leadership development, selecting and nurturing emerging leaders, and the need to update competencies and align talent management processes with the current strategic direction.

The Impact of Emotion on Decision Making

FlashPoint

Emotional and social skills are turning out to be core competencies for all leaders. Talent DevelopmentResearch over the last 15 years has shown it is our ability to recognize and manage our emotions, as well skillfully respond to the emotions of those around us, that differentiates us as highly respected, successful leaders. FlashPoint regularly facilitates a workshop on emotional intelligence built around the Emotional Intelligence Skills Assessment, published by Pfeiffer.

Turnover Taking Its Toll? Consider These Strategies for Securing Top Talent

FlashPoint

Focus instead on becoming a magnet for top talent. Attracting and retaining top talent begins with knowing what employees want most. To become a talent magnet, you must also develop your organization’s employment brand. Talent magnets hire to fit their culture.

Just What Really Is “Top Talent,” Anyway?

TLNT: The Business of HR

The business community (and that definitely includes HR folks) talks a lot about “top talent.”. We gab about how to attract top talent, develop top talent, engage top talent, and retain top talent. But what is “top talent”. Top talent defined.

Why Career Planning Matters

Everwise

Which is why attracting and retaining talent is critical to a company’s success. In fact, a comprehensive, global survey of employees and HR leaders by Reed Consulting revealed that one of the top reasons for employee attrition is lack of opportunities for personal and career development. Lack of development is three times as influential as any other factor in an employee’s decision to leave. They want to put their talents to good use.

Cybersecurity culture

HR Times

Posted by Monique Francois and Don Miller on September 22, 2015. They should also be aligning their organization culture and talent to protect their company’s and employees’ information assets. 1 For example, [link] January 25, 2015.

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Don’t Just Assess Your Team’s Performance, Cultivate It!

TalentCulture

Plan to cultivate talent and opportunities for 2015: Start with a map of skills individuals on the team already have and skills they should build over the year. With this information, develop your roadmap for what you’ll do to create these opportunities.

Surviving The Gig Economy: When Your Talent Pool Refuses To Stay Put

SAP Innovation

Competing for work means picking up new skills with each new opportunity and becoming a jack-of-all-trades. The investment in talent means the following: Lead by inspiration, not by job function or process. Develop them in ways that are meaningful for them.

3 Ways To Distinguish A Killer Culture

SAP Innovation

To ensure he didn’t waste any time in the hiring process, his “pitch” for attracting talent looked like this: Men Wanted: for hazardous journey, small wages, bitter cold, long months of complete darkness, constant danger, safe return doubtful, honor and recognition in case of success.

Employee Training: HR Learns From Elementary School Educators

SAP Innovation

He’s a strong believer in an integrated learning solution set that plays nicely with all the other HR feeds like workforce planning, employee goals, performance, development, and career planning. Real-life experiences are integral to consumer software development.

Millennial Employees Will Dominate The Workforce. Is Your Business Ready?

SAP Innovation

Offering this flexibility to the workforce is a huge differentiator to attract and retain talent. See employees compete in “missions” for badges and points by viewing videos, completing quizzes, or uploading their own submissions, to qualify for prizes or gain time to work on innovative ideas.

The Hardest Job Of The C-Suite: The First 100 Days [VIDEO]

SAP Innovation

Given the high expectations and competing demands on executives, this isn’t surprising. Once you create a company culture that supports continuous development from the mail room to the C-suite, the notion of constant learning at all levels comes naturally.

Why Increasing Pay Isn’t Always the Answer

Compensation Today

Sonnet Lauberth, PayScale Compensation Professional In my time as a Compensation Professional at PayScale, I’ve helped over 75 organizations develop a co mpensation strategy and structure to suit their needs and spoke with hundreds of companies about the challenges they face regarding compensation.

Redefining Social: Get Your Head Out of Your Apps!

Oracle HCM - Modern HR in the Cloud

As new tools and capabilities continue to evolve in the social space, it will remain critical for HR to “look up” from the apps and icons that compete for our attention. By Christine Mellon.

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Why Cloud Talent Management Fits Midsize Business Needs

Oracle HCM - Modern HR in the Cloud

When it comes to attracting and retaining talented people, midsize companies are, well, caught in the middle. Cloud services let those IT-stretched companies focus on their core competencies, leaving the application-support headaches to the application pros. By Rob Preston.

Reward Gamification in Talent Management

Strategic HCM

One of the other key trends in Reward and broader Talent Management I'd expect to see even more focus on next year is gamification, supporting a broader shift from financial to non financial reward.

Top 10 Left-Brain Skills Marketers Need In 2016

SAP Innovation

Competent marketers turn complex concepts into compelling content that appeals to their customers. See Vision Quest 2015: Charting A New Path For Modern Marketing. Customer Engagement Customer Experience brand management digital marketing marketing analytics marketing strategy project management sales and marketing social marketing social media talent development

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Millennial Employees Will Dominate The Workforce. Is Your Business Ready?

SAP Innovation

Offering this flexibility to the workforce is a huge differentiator to attract and retain talent. See employees compete in “missions” for badges and points by viewing videos, completing quizzes, or uploading their own submissions, to qualify for prizes or gain time to work on innovative ideas.

#atdMENA Jenny Dearborn and Big Data Analytics in Saudi Arabia

Strategic HCM

One of my favourite sessions at ATD MENA in Riyadh where I''ve been speaking about people focused talent development and creating human capital was Jenny Dearborn''s on the value of data and analytics: it''s data science, not rocket science.

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