Talent and Perfor...
Follow
Find tag "role"
868 views | +2 today
Talent and Performance Development
Making sense of performance and talent development systems to create & sustain high performance in organizations. For the BEST of the BEST curated news in performance, change, agile learning, innovation, motivation, social media and careers, SUBSCRIBE to Reveln.com/Tools/
Your new post is loading...
Your new post is loading...
Scooped by Deb Nystrom, REVELN
Scoop.it!

Talent Development: Do We Need HR Departments?

Talent Development:  Do We Need HR Departments? | Talent and Performance Development | Scoop.it

If HR doesn’t deliver some unique benefits then outsourcing it makes a lot of business sense.


Other companies, however, have invested in the ‘people function’. They realize that they need people who ensure that the company finds, recruits, retains and develops its people. 

Deb Nystrom, REVELN's insight:

The author's provocative article has stimulated 1000+ comments in just a few days.  How HR is viewed is also a reflection or microcosm of the clarity and integrated condition of the company's mission, vision, performance approach and culture of valuing (or not valuing) people.

From the commentary on this piece, 'before we talk about all the strategic HR staff, no one will listen or care unless you pay them right."   I find this to be true in my own work with performance management over the years.

Good structure, fair compensation, and HR not overstepping its bounds providing performance management "advice" is important.  


~ Deb

more...
No comment yet.
Scooped by Deb Nystrom, REVELN
Scoop.it!

Navy SEAL Lessons For High Performance Teams

Navy SEAL Lessons For High Performance Teams | Talent and Performance Development | Scoop.it
Every person counts. And four other important rules to work by.


Excerpts:

Military culture is traditional, historically informed and fixed, whereas corporate cultures differ based on the leadership or other variables that oftentimes create challenges for employees at every level.


Military personnel have a clearly structured and transparent path to promotion, while in the world of business, there's often no defined career progression and the necessity for employees to manage their careers.


_____________________

Every SEAL knows with 100% confidence that the person behind him will be able to save his life. 

_____________________


It's clear that above all else, the Navy SEAL’s functional and effective teamwork is among one of its top strengths. SEAL insights could, and should, be applied to working teams in business.


Excerpts from the article:
 

Every person counts. 

Every SEAL knows with 100% confidence that the person behind him will be able to save his life. Corporate leaders need to be able to say the same about their management teams. Employees’ livelihoods depend on it.


SEALS train. 
When SEALs are not on combat deployment, they spend the vast majority of their time in training. In contrast, executives spend the majority of their time executing. The importance of training for new employees, or even a veteran team, is vital to the success of the business. Navy SEALs spend thousands of hours honing their skills, and so should employees in a profession.


Everyone is expendable. 
All SEALs are trained in a nearly identical manner, so no one SEAL is indispensable to the unit or the mission. The understanding during combat is that anyone can be lost at any time and the rest of the unit can carry on the mission successfully. Businesses need to ensure contingency plans are in place ...so the team can carry on without any delays.

Deb Nystrom, REVELN's insight:

It's a different model for high performance.  From a place of tradition, it challenges corporate tradition.  Succession planning AND management are important.  Few have truly prepared for succession management.  ~  D

more...
No comment yet.