Articles

Employee engagement offers new challenges in economic downturns.

During times of plenty (economic growth) - we have many people focused on entitlements (pay, rewards, training, etc). It is the me time.
31 October, 2011 /

PlanningHow do Workforce Planning and Succession Planning Relate to Talent Management?

In our previous post, A Comprehensive Definition to Talent Management, we proposed that a more effective notion of TM is:
“Talent Management is the business process that continuously meets our needs regarding timely access and use of talent in highly effective business driven ways.”
At the simplest level, we can think of meeting our talent needs through internal and/or external talent sources: staffing or contracting in one form or other.
Workforce and Succession Planning efforts are internal TM activities. That focus on the “inventory management” aspects of TM. They both deal with ensuring orderly replacement of talent as these needs arise.
06 October, 2011 /

What is Talent Management?

There is an old decision dilemma adage: If your best efforts don’t fundamentally change the issue for you, you have defined the issue incorrectly. For many organizations, meeting their talent management (TM) needs has been problematical. We at Tekara would suggest you consider how you are framing TM as a root cause.

The industry standard:

For many, TM is described in terms of successfully recruiting and retaining top caliber people. As described by a recent Wikipedia TM description:

"… the process of developing and integrating new workers, developing and retaining current workers, and attracting highly skilled workers to work for your company."

Is this your organization’s TM description? Why is this a problematic description of TM?
The strategy objective description embodies the implementation strategy for satisfying your talent needs – staffing. Why is this problematic? Because, it makes it more difficult to seek out and consider superior talent securing and utilization strategies.
15 September, 2011 /