Talent Management & HR

Creating the environment for career alignment In my researches into succession planning, one of the aspects I am exploring is how HR can build an environment, where honest, well-informed and continuous conversations about career opportunities can take place. Here are some of the ideas that are emerging: HR can’t realistically expect to conduct regular, frequent,...

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Time to trade in HR Bling? In recent decades, HR has accumulated a fearsome array of processes and procedures, all meant to make it more effective in supporting organisations and more respected for doing so. New methodologies are embraced enthusiastically, imported into the HR catalogue and imposed on increasingly wary line managers. Like bling, many...

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The 9-box grid is one of the most commonly used yet damaging processes in talent management. There simply isn’t any credible evidence that it identifies talent accurately – and it is likely to lead to increased turnover amongst both those identified as talented and those who are not. So what can you do, if you’ve...

Read More What to put in place of the 9-box grid?

Research into social networking suggests that people can on average manage a maximum of 150 strong connections and a much larger number of weak connections (Dunbar, 2010). Strong connections tend to be characterised by a higher quality and frequency of communication, greater trust, greater sense of shared purpose in one or more areas, and more...

Read More How social networks affect careers and succession planning

There’s a crisis in succession planning. Long one of the bastions of HR credibility, succession planning has a key role in maintaining HR’s strategic credentials. The problem is that evidence for efficacy of the elaborate processes devised to predict which talent to invest in and who should be targeted for promotion is thin at best....

Read More Critical issues in succession planning

There’s a crisis in succession planning. Long one of the bastions of HR credibility, succession planning has a key role in maintaining HR’s strategic credentials. The problem is that evidence for efficacy of the elaborate processes devised to predict which talent to invest in and who should be targeted for promotion is thin at best....

Read More Critical conversations in succession planning