As HR professionals and senior leaders, we often think on a macro scale when pondering the question “how do you change an organisation?” We’re often trying to change or implement things at an organisation level, or we’re helping managers create change at a department level or business sector level. And we’re often trying to do
Are you responsible for talent management in your organisation? If so, you will be well aware of the challenges of engaging, developing and retaining talented employees – especially in today’s economy and continuing change. The problem is that talent management approaches often don’t work because they’re missing an important link. The challenge is, that while
This post was originally published in the Newsletter for CIPD Management Toolclicks. You can read the original article here. Managers often feel that one of the difficulties they face is the dual mandate to achieve business results and, at the same time, develop employees.But the reality is that employee development is not on top of
Employee career aspirations are an important consideration for talent management. As this great quote says: “Don’t ask what the world needs – ask what makes you come alive because what the world needs is people who have come alive.”Howard Thurman There are few organisations who would argue with the need for retaining and developing talent.
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