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How to attract, satisfy and retain talent
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Rethinking human capital development in Knowmad Society, John Moravec Education Futures

Rethinking human capital development in Knowmad Society, John Moravec Education Futures | Employer Branding News | Scoop.it

For most of us, Society 3.0 is in the future – possibly in the distant future. But, for a few people leading the change toward this proto-paradigm, it is very real. Three drivers are leading us to the formation of Society 3.0, which describes a world that is somewhere between “just around the corner” and “just beyond the horizon” of today’s state-of-the-art:

- Accelerating technological and social change;
- Continuing globalization and horizontalization of knowledge and relationships; and,
- Innovation society fueled by knowmads.

Kurzweil (1999) postulates a theory he labels the Law of Accelerating Returns to describe the evolutionary process that leads to accelerating technological and social change:

    As order exponentially increases, time exponentially speeds up (that is, the time interval between salient events grows shorter as time passes).

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Talent Management Infographic, ADP

Talent Management Infographic, ADP | Employer Branding News | Scoop.it

Only 7% of companies have mature talent management strategy in place.

 

Every organization has top performers, the employees who are head and shoulders above their coworkers in terms of the value they bring. Finding – and keeping – those people, and helping them grow in their careers, is a major challenge. Another is figuring out how to align your workers' productivity so it directly supports corporate initiatives.
Talent Management can reveal the hidden value in your workforce, answering questions such as:

 

• Who are our top performers?
• What knowledge or experience do they have?
• How can we be sure we're compensating them fairly without overspending?
• What kinds of training should they be getting?
• Which promotions could they be ripe for?
• Who will succeed them should they be promoted, retire or leave?
• Where can we find others like them?

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Why You Need a Talent Strategy, Michael Haid

Why You Need a Talent Strategy, Michael Haid | Employer Branding News | Scoop.it

Talent is the No. 1 impediment to or success factor in executing the business plan. Led by the CEO, a talent strategy must:
1. Articulate a comprehensive vision of where the company wants to go, what unique value it delivers and what effects it wants to have.
2. Organize work structures to unleash the knowledge, innovation and creativity of every employee to achieve that vision.
3. Examine, understand and deliver what employees want from their employer and work environment.

 

Components of an Integrated Talent Management Plan

1. Assess talent.

2. Develop leaders.

3. Implement and align strategy.

4. Engage employees.

5. Align the workforce with business needs.

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Drivers of career choice, Todd Wheatland

This report highlights responses to questions regarding Career Choice and Career Progression. The questions focused on:

 

- The relative importance of job experience and formal education in career development
- The importance of skills development
- The likelihood and causes of career change
- The impact of career “breaks”
- The desire to advance to an executive position
- The best indicators of talent among job seekers

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Building a rewards & recognition program: One size does not fit all, Chris Vyse OC Tanner

Building a rewards & recognition program: One size does not fit all, Chris Vyse OC Tanner | Employer Branding News | Scoop.it

A good way to start is by working through a solution design process. Do a thorough assessment of your current recognition state by reviewing relevant employee survey data, conducting focus groups and executive interviews. Next, conduct a facilitated design session where you bring all your key stakeholders together.

 

- Alignment and impact: aligns with your goals, objectives, mission, vision, and values.

- Leadership development and training

- Communications – Keep recognition top of mind

- Measurement and assessment – Focus on metrics to drive ROI and validate to your key stakeholders that strategic employee recognition is good business

- Awards – What award currency works best for you? Frequency and reach.

- Ongoing impact management – Review and fine-tune to meet your changing needs.

- Technology – Recognition program–dashboards to track activity and results in real-time

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Talent Intelligence – Are You Investing in the Right Kinds of People Data? David Wilkins

Talent Intelligence – Are You Investing in the Right Kinds of People Data? David Wilkins | Employer Branding News | Scoop.it

One of the items we covered in the webinar was the concept of over-investment and under-investment around talent data. Across both data proficient and data deficient groups, we found that organizations typically have pretty good data about tactical data, but almost no information around strategic metrics. Here are a few examples:

 

Workforce Data

Hiring and Onboarding

Performance and Compensation

Barriers to Change

Some Next Steps

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Acquisition and Retention in the War for Talent, Todd Wheatland

This first installment of the Kelly Global Workforce Index 2012 findings highlights: 

 

Employees across the globe have experienced unprecedented economic turmoil, and they are restless. Many are unhappy in their jobs and are actively looking for new opportunities. Even those who are content in their jobs are seeking greater engagement and “meaning” from their work.

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Why Large Companies Fail To Keep Their Best Talent, Eric Jackson

Why Large Companies Fail To Keep Their Best Talent, Eric Jackson | Employer Branding News | Scoop.it

Big companies are notoriously bad at keeping their best people. Here's why Dilbert lives in most big companies.

 

1. Big Company Bureaucracy. 

2. Failing to Find a Project for the Talent that Ignites Their Passion. 

3. Poor Annual Performance Reviews. 

4. No Discussion around Career Development. 

5. Shifting Whims/Strategic Priorities.

6. Lack of Accountability and/or telling them how to do their Jobs. 

7. Top Talent likes other Top Talent. 

8. The Missing Vision Thing. 

9. Lack of Open-Mindedness. 

10. Who’s the Boss?

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