Talent Management


How to know if someone is ready to be a manager Perhaps it’s an art rather than a science but the ability to spot when someone is ready to manage people seems to be something that many organisations struggle with. Firstly there is the expectation that if someone is in the organisation long enough we must promote them, as they become more senior very often they gain people management responsibilities. Sadly, however a person’s ability to do their job is a very poor indicator of their ability to lead and manage people. With little flexibility on the corporate ladder, we end up forced into promoting people into management roles, not because we feel they would make a great leader but rather because that is the next step in their ‘career path’. The costs of poor managers to an organisation are huge ...


The challenge for people leaders who have responsibility for delivering results through a team of diverse talents is keeping them all fully engaged and productive. Most organisations endeavour to develop the highest levels of leadership capability from their managers. They recognise that leadership affects their firm’s performance (Freed & Ulrich (1).They need leaders who are capable of getting the best out of their people and the best way to way to enthuse workers is to give them what they want (Sirota (2). This requires the team leader to understand the unique motives of each person by demonstrating a high level of empathy. Motivational theory (McClelland (3) can help our team leader to identify the dominant motivators of people on the team and then use this information to influence how to set goals and provide feedback, and how to motivate and reward ...


74% of HR Leaders Label Succession Planning as Biggest Concern  Almost three quarters of HR professionals have identified leadership succession and speed of development as the primary internal challenges they currently face, according to a new survey. The report, commissioned by Lumesse, interviewed over 840 senior HR leaders, and found that the majority of them claimed that succession planning was the biggest threat to their business in the coming 12 months. Research teams at Loudhouse explained that it was the speed at which businesses were developing and engaging future leaders that was the most worrying, with many respondents noting that they were quickly running out of time. Speaking to HR Grapevine, Steve Hewitt, HR Director at Lumesse, urges HR departments to take action. He said: “HR must be pro-active in addressing any skills gaps in its ...


Are You Managing Talent Or Herding Squirrels?

The owner of a business with several hundred employees once told me, “If it wasn’t for all these people, my business would be easy!” Heck, if we could just sit in a nice office and watch products and resources get moved around by computer-controlled forklifts while getting paid - and not deal with all these pesky people (who want to be paid and take time off) - managing a business would be a snap, right? But in order to operate any business, we need people. And then, we must make some difficult decisions. After 25+ years of observing businesses, I think there are two basic models of ‘people management’: ‘Herding Squirrels’ - attempting to do business in what you believe to be unpredictable and unplanned circumstances, sometimes referred to as Managing Chaos Managing Talent – ...


Most multinational organisations have been recruiting and running graduate development programmes for many years. With greater resources and a wealth of experience to be gained, they naturally attract the ‘A’ graduates and can be highly selective in who they take. I want to focus our attention for a while on how ANY business can attract, nurture, develop and retain graduates. I believe a great starting point is to look at what the current ‘attitude’ is within management. We are looking to bring in fresh, dynamic, aspirational new blood, we are hoping that they will help us to develop new business, new products, grow, improve, keep up-to-date, innovate, etc. Well that’s what we should be thinking; yet many graduates find it tough going in their first job and in fact, have often moved on quickly within ...


In this article, New Study Reveals HR Strategy Tied To Company Performance, Mike Etting of SAP, confirms (as the title suggests) that HR strategy is tied to performance. It is not surprising that a better prepared workforce delivers better results – indeed it is refreshing that a global study has been able to provide evidence of this relationship. High performing companies make HR a strategic priority, they are adaptive and agile in redefining their business models and responding to market opportunities and pressures. These companies are forward looking and are prepared to react quickly to workforce trends such as losing core know how and leadership experience, or finding enough people with the right capabilities at the right time or meeting he demands of the millennial workforce. What Mike Etting is describing is strategic ...