Talent management covers the art and science of recruiting, retaining, developing and rewarding people. A comprehensive talent management strategy can seem like a daunting and expensive undertaking; however, human resources leaders all over the world are achieving great things on limited budgets.
Are you interested in helping your organization understand the performance and potential of your employees without blowing up your budget? Want to see what it looks like when a human resources leader takes the lead, demonstrates strong leadership skills and helps his or her company understand its performance and potential?
In this session, Laurie Ruettimann will walk you through the talent management journeys of HR professionals from three mid-sized companies: SGT, OHL and Black River Memorial Hospital, who helped their organizations achieve a comprehensive understanding of their workforce with a talent management strategy and solutions that aligned to their organizations’ strategic objectives.
Attendees will learn:
How do you create a talent management philosophy and get people on board with performance management, succession planning and e-learning?
• How does a talent management philosophy align with real business objectives?
• How can talent management software support these goals?
Join us for this webinar if you want to learn how HR professionals just like you overcame everyday business challenges and made an impact on their organizations through smart, simple and straightforward talent management strategies.
Connie can follow up on Laurie’s points here with some insights about our research on strategic talent initiatives like succession planning. Connie can cite some data about where organizations are failing when it comes to getting executive and management buy in on key talent management initiatives. That in as much as there is a CEO acknowledgement about the NEED for this, that they are in fact not acting on their plans. (Our data bears this out. Of 350 global companies surveyed, only 13% of HR respondents felt that there was senior level accountability in supporting strategic programs like succession planning, and aligning the goals of the talent management program to the strategy of the organization) So all of this fear about a talent and leadership pipeline, and the fact that most CEOs know it’s a priority but haven’t yet acted on their plans to change their talent strategy, is a clear opportunity for HR leadership to help move that strategy forward.
HR Wins: Real Stories of Successful Talent Management Journeys