There seems to be a constant flow of new buzz words popping up and a recent one is 'talent management' - logically following on from 'the war for talent'. Depending on where you look, you will find various definitions of it. We won't try another definition here but let's assume it is about finding talented people, having them perform well and keeping them in the organisation.
The early part of the year is often taken up with planning. Very soon after that we get caught up in what we think is our normal business. Towards the end of the year we'll wonder what happened and find out that much of what we planned just didn't eventuate.
This template is designed to be used to collect relevant information from corporate strategic plans to ensure HR plans are comprehensive.
An effective performance management program can make a significant contribution to a business. It brings together a number of fundamental people management systems and processes such as job design, measures, development and rewards and ensures they are linked to overall corporate goals.
The following briefly summarises the elements and module objectives you may consider when introducing a development program for front line managers.
Planning ahead for future needs - especially when labor markets begin to tighten up - is not an easy proposition. What follows are some practical ideas to establish a long-term, yet flexible, talent management program with the goal of putting the right people in the right jobs at the right time.
Bringing in new staff can be part of the solution, but there are other factors to take into account.
"It is thrifty to prepare today for the wants of tomorrow." Aesop, Greek slave & fable author (620 BC - 560 BC)
Companies are constantly searching for the "missing link" of human capital management: the cause and effect between people practices and financial results. Our work shows that the alignment really hinges on the ability of the organisation to address key questions: Do we know where to invest our human capital efforts to support our business strategy and market orientation? Are our human capital practices integrated and aligned with one another?
In this article we will provide you with an insight into the role and purpose of HR and why every business needs to develop its own HR system.
Many organizations, in order to affect better management, embark on business process improvement projects. These endeavors can be time-consuming and, if not properly conducted, can disrupt workflow in the very groups that they are intended to improve.
Staff training is a means of “closing” specific competency gaps in the skills and knowledge of each of your staff. You should have identified these gaps via a thorough workplace needs analysis.
Well-trained employees are integral to achieving your business objectives. Your staff need up-to-date skills and best practice methods to do their jobs efficiently and effectively.
The challenge for existing businesses is this: to carry out effective planning and setting the direction, you need to involve key people.
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