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Welcome to the September issue of Talent Management Excellence. In this issue, let us learn more about keeping people’s skills in sync with the constantly changing work.
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The world of work has changed beyond recognition in the past few months. Job roles, working styles and business strategies are all continuing to evolve rapidly and as a result, businesses face one of the biggest challenges of our time.
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HR and talent management processes need to become more commercially driven, starting with employee evaluation. It’s vital that HR teams select performance evaluation software that is designed to output team and employee productivity metrics.
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Tomorrow’s new hires and today’s employees have one thing in common: they need to stay competitive in an ever-evolving workplace. How they do that is the stuff of HR leaders’ dreams, and it often looks like upskilling, reskilling and continuous talent development.
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The pandemic and subsequent widespread reduction in costs and resources have caused business leaders to not only reconsider their headcounts but reassess how their remaining employees are being supported in a new virtual reality.
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Even before the coronavirus pandemic brought the world economy to a virtual standstill, people productivity was in its longest period of decline since records began.
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What traits are emerging amid these crises that make for a good manager? Clearly, some managers have thrived during these stressful, anxiety-ridden months. Some managers are just naturals.
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Layoffs. They’re an uneasy subject for many leaders, and it’s no wonder. An unsettling study revealed that people take longer to recover from unemployment than they do from losing a loved one or experiencing divorce.
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Based on what I have heard from leaders in North America, Europe, and Latin America the piece that is missing is that two-minute conversation that you have when you're walking down the hall.
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Cover Article
