After Talent Management: Enter People Management

Josh Bersin

Business and HR leaders have been focused on integrated talent management for the last three years now, and it is clear that talent management concepts, strategy, and solutions have started to. Bersin & Associates, Leading Research and Advisory Services in Enterprise Learning and Talent Management.

What to Say the Next Time Someone Asks Why They Should Blog

The Bamboo Project Blog

Although WIRED is now claiming that blogs are dead , I'm not buying that. Maybe they're dead to a minuscule group of people who are easily bored and only talk in 140 character spurts, but if learning is reduced to tweets, I think we're in big trouble.

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Work-in-Progress Culture

Transparent Office

Much has been made in the last 5 years about the democratization of publishing and how the line between publishers and consumers of content is getting blurred. It's an attractive way to describe the trend. Hey, who doesn't like more democracy?) But I think it misdescribes what's really happening. The real paradigm shift in Web 2.0, I believe, is the blurring the line between publication and collaboration. In the old days, people collaborated in private.

I Wonder Why The Other Mothers At The Park Are Avoiding Me

Evil HR Lady

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Does Your Workforce Have the Talent DNA for the Digital Future?

With the increasing adoption of automation and data-driven technologies, the workforce is changing rapidly — regardless of whether we’re prepared to face it. Keeping up with the velocity of change is vital to success, and that means building digital readiness into the DNA of your organization so your workforce is ready to face an uncertain and constantly changing future.

Make The Most of Your Assets


Employee''s are a company''s biggest and most important asset typically consuming around 70% of a company''s overall budget. This is exactly why you want to make the most of your assets (employee''s).

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How HR Should Respond to Glassdoor


Glassdoor, like the earlier Vault.com, allows employees to anonymously rank and rant on their employers publicly.Even in today''s world of transparency and social media, this is one area that companies would be wise to take an immediate stance against and prohibit the use of posting on this site. The employers being targeted, particularly Google, Microsoft and Yahoo, should create a firm policy

Thoughts about Talent Management

Working Girl

'In my role as an HCM strategist for a business software company I’ve been thinking about talent management and have identified what I think of as five popular ‘myths’ about talent management – there are probably more but these are my favorite five: Myth 1: Talent Management and Core HR are separate functions – this seems to be the de facto position of leading talent management solutions, but effective talent management requires consolidated access to employee, staffing and business data. Myth 2: Executive succession planning is essential for the ongoing success of any company – actually, from an employee performance and retention perspective at larger companies, managers have more direct impact than executives. Myth 3: Canned reviews are better than none- actually this is true, but it’s still not good enough and we shouldn’t settle for it. Myth 4: Process automation can improve management quality and employee satisfaction – ironically, while the judicious use of process automation may well make good managers more effective, it may have the reverse effect on bad managers. Myth 5: Cascading goals help employees feel more aligned with company goals – rarely does a purely top-down approach ensure anyone’s loyalty. Pay, Performance and Pay for Performance Let’s dig a little deeper: There seems to be pretty universal agreement that linking compensation management with performance is important and as a compensation specialist I was pleased to see that Yankee Group forecasts a 19.6 percent growth in compensation management over the next several years. Also on the compensation side, we see the need for a streamlined approach, a high degree of visibility into global compensation and the ability to provide managers with clear, consistent compensation guidelines. So, basically everyone agrees that compensation should be easy, consistent and fair. On the performance management side it gets more interesting, however. To over-generalize everybody into two camps, one camp stresses the need for automation, for example, providing managers with pre-delivered employee review feedback. A few apologetic-sounding members of this camp argue that although personalized feedback would be ideal, canned feedback is better than nothing. Opponents claim that nothing makes an employee feel valued than personal recognition, which is more important than cash in some cases. If we agree with this, it does tend to make the canned review look pretty lame. When we look at pay for performance there is even more controversy because apparently quite a few managers are either afraid of being disliked and give everyone a raise, or else inflate their performance figures to increase their own budget allocations, so that the average delta between high and low performers is pretty small. How un-motivating. Despite a certain amount of controversy around whether pay for performance actually works, more than 75% of all U.S. companies connect at least part of an employee''s pay to some performance measures. Generally speaking, these companies have either turned to best of breed solutions or built their own, each of which comes with its own set of challenges. Best of breed solutions must be integrated to core business systems in order to link to employee data, staffing processes and business performance results and that can be difficult to maintain. As for home grown solutions, they require a team of people to build, integrate and maintain the solution as well and also come with the risk of losing tribal knowledge when Joe, the guy who built it all without documenting anything, leaves the company due to disagreements with his manager. Talent MANAGE-ment Not surprisingly, discussions about talent management always seems to come back to the manager, who is apparently too busy to write an employee review from scratch, or else is too afraid of being disliked to penalize low performers. So far the leading talent management solutions have not solved the problem of poor management, which seems like a pretty important problem to solve if you want to attract, retain and motivate good people. Not that this is a criticism of talent management solutions because in all fairness, management of people isn’t a software problem. The criticism is that talent management solutions have implied that it is a software problem and that the solution is to automate talent management processes. The real solution is better leadership, which can’t be installed. To this day the number one reason top performers leave companies is their managers. And given how much attrition actually costs, no one can afford to lose good people to poor management. So when I see that the main selling points of leading talent management solutions are communicating company goals from on high and automating managers’ jobs, I can’t help feeling like people are missing the point. When companies start holding managers accountable for managing maybe we’ll see some real talent management. Talk to People Talent management is a human problem first and a software problem second. If you are a company of any size you will still need some sort of technical solution to support your performance and compensation processes, although in their current form, isolated from core business applications and focused on automation, the long-term value proposition of TM-only solutions may be limited. But even more important is the good old-fashioned, non-technical art of conversation. Companies that want to encourage good management won’t get very far without talking to people. This means making it a company priority for managers to talk to the people they manage, really talk to them; making a point of soliciting people’s feedback and allowing them to be active in decision making processes for their own careers; and talking to managers and employees about what they need to be successful. And of course, it also means being ready to remove poorly performing managers out of management roles. Talent management software should be used to facilitate the talent management conversation, not automate poor management. pay for performance talent management'

Moving Mountains


Well, it has been said that man cannot move mountains. Technically, this is true – fortunately people are more flexible than their geography. In fact, with great human capital management, you most definitely can move mountains, and should. Let’s talk about the mountain facing managers in most companies, the performance Bell curve. Looking at low, […]. SuccessFactors Research Bell Curve Compensation HCM Talent Management

Inhaling Our Own Fumes


On re-reading the last post I wrote, I was wondering if it was a little over the top? Was I spending too much time inside Workday drinking a little too much of our own kool aid? believing too much in our own hype? (as as you can see, this sentence could go for ever

2020 Report: The Future of HR

Paycor asked more than 500 leaders of medium and small businesses to talk about the present and future of HR. Download the guide and see what they said. Their responses will surprise you!

Softscape Settles SuccessFactors Lawsuit

Josh Bersin

Today Softscape settled the lawsuit filed by SuccessFactors in March of 2008. This lawsuit, which we wrote about in a prior blog post, revolved around a contentious sales presentation which was. Bersin & Associates, Leading Research and Advisory Services in Enterprise Learning and Talent Management.

Five Reasons to Focus on Recruiting in 2009

Josh Bersin

Here we are entering the worst recession in more than 30 years, reading about layoffs, downsizing, and restructuring in almost every industry. So why would I start our 2009 research with a discussion. Bersin & Associates, Leading Research and Advisory Services in Enterprise Learning and Talent Management.

When Memories Exceed Dreams

The Bamboo Project Blog

Michael Hammer said: When memories exceed dreams, the end is near. The hallmark of a truly successful organization is the willingness to abandon what made it successful and start fresh. I think this is true for individuals, too. Have your memories exceeded your dreams? What do you need to abandon?


How to Make Better Decisions: Get Persian

Transparent Office

I’m always looking for ways to make better decisions. As an IT manager, I get to make a LOT of decisions every day. Some big ones, some little ones, but lots of decisions. So when I read the latest ChangeThis manifesto listings, the Persian’s guide to decision making caught my attention.

How to Activate Employee Voice to Create and Sustain a Speak Up Culture

This whitepaper details how leaders can shift into an ‘action mindset’ that allows for growth and change at every level of your organization. Speak Up cultures promote productivity, improve retention efforts, and create positive employee engagement.

HR Roles

Evil HR Lady

First I must say how much I’ve enjoyed your blog – it helped me a lot when I applied for a new job last year. Now (for only the second time in my career) I work for a company that is large enough to actually have an HR department! My question is, I see references to roles such as ‘HR Generalist’ and ‘HR Business Partner’, and I’m sure there are more I haven’t found yet. Could you please give a quick summary of the various HR roles and the differences? Oh the desire for Snark is overwhelming me.

ReviewSNAP Affiliate Program


Are you looking to earn a significant passive income? Look no further! ReviewSNAP has launched it''s affiliate program and you now have the chance to make up to $200 per sale. ReviewSNAP is subscription based and we offer a 10% affiliate fee for all new sales as well as 10% for all renewals.

Now there are four levels of engagement

Knowledge Musings

Through a tortured path, I came to July 2008 Gartner analysis of future trends, specifically on the future of work and "Generation Virtual." Gartner Says Enterprises Must Create Separate Marketing Strategies for Generation Virtual.

A Holiday Inspiration


One delightful and unexpected outcome of Nobscot''s Charity Holiday gift is how it inspired one of our employees and her family to change the way they celebrate the holidays this year.I am very enthused to share this guest post from Ashley DiFlorio.My name is Ashley DiFlorio. My mother, Laura works for Nobscot Corporation. We sat around the dinner table one night and my Mom was explaining how


The Art of Selecting Candidate Pre-Hire Assessments

Speaker: Melissa Dobbins, Founder & CEO, Career.Place

At the core of successful hiring practices is the fair and accurate evaluation of skills, abilities, knowledge and other criteria for a job. One powerful method to do this is through psychometric assessments. The right assessments used in the right way provide objective evaluation of criteria that are far more accurate than interviews alone. Unfortunately, choosing the wrong assessments or using assessments in the wrong way can lead to bad choices, biases, and even discriminatory practices that violate compliance standards.

Performance MANAGEMENT

Working Girl

When you get right down to it, Performance Management is about negotiation. Each side wants something. Management wants employees to work harder, work smarter, work more and moreover, really care about what they are doing so they’ll sacrifice their personal lives for the greater good of the company. Employees want more money, more recognition, more career opportunities, more flexibility, better benefits, more autonomy, more coaching, more stock, etc.

Unskilled or Incompetent


Ask anyone which is worse, an unskilled person or an incompetent person and I’d bet money most will answer incompetent. The difference in meaning is subtle, but profound. An unskilled person can be trained. The word incompetent implies that the individual at hand does not have the aptitude to succeed or grow – they […]. SuccessFactors Research performance management research

The Total Cost of Ownership


The markets stink, the global economic mood is depressed, people aren’t spending money and every day the papers and Web news sites have new, bad news. Strange as it may seem, I’m excited. This is the ideal time for Software-as-a-Service

Life or Death: Building a Corporate Learning Culture

Josh Bersin

Witness the number of companies undergoing a wrenching transformation (read “potential death&# ) in today’s economy: the US Auto industry (GM, Ford, Chrysler) , the US Newspaper. Bersin & Associates, Leading Research and Advisory Services in Enterprise Learning and Talent Management.

Recognition and Rewards Buyers Guide

Recognition and rewards are an integral part of your company’s employee experience. So, it’s critical to get a platform that fits your company culture on the first try. Check out this guide to understand what questions to ask before finding a new Recognition & Rewards platform.

Lessons from Yahoo: Enduring Organizations Manage Executive Succession

Josh Bersin

This week we witnessed another vivid lesson in the value of executive succession: Jerry Yang steps down as the CEO of Yahoo! Yang replaced Terry Semel, who spent years trying to build Yahoo! Bersin & Associates, Leading Research and Advisory Services in Enterprise Learning and Talent Management. Terry Semel

The Tyranny of Now

The Bamboo Project Blog

Lately, I've been ruled by "The Now"-- the insistent demands of the ringing phone, the urgent email, the client who needs me to do something IMMEDIATELY to solve her problem.

6 Steps to Mapping Your Goals

Transparent Office

Note: This is a guest post from @Stephen, editor of Business Development in Context and a co-founder of the work.life.creativity forum. You can follow him on Twitter at @hdbb_stephen. Have you ever decided to take a long weekend and go on a road-trip?

How Sending My Child to School Taught Me About Why People Hate HR

Evil HR Lady

I'm a fan of transparency, efficiency and as little paperwork as possible. It seems the school system tries to be opaque, mind-numbingly slow and filled with paper.

Year in Review: Talent Acquisition in 2019 & the 2020 Impact

The year 2019 in talent acquisition was full of key learnings and insights that you can leverage in order to start 2020 ahead of the recruiting pack. This report walks you through core trends to continuously examine as you plan your recruiting strategy for 2020 and beyond.