EDITORS NOTE

Jan 2017 - A fresh new year and an ideal time to look back on the past year, evaluate what worked, what failed and plan ahead for the coming months. Coming to the talent management space, there are plenty of things that are interesting and worth looking forward to. Some of the top talent management predictions for 2017 according to PageUp are as follows 1. The redefinition of work will continue to evolve 2. Creating a culture of continuous feedback will be top priority for organisations. 3. Wellness with respect to driving performance and productivity will become a major focus in 2017. Well, the year looks very promising and we hope all these changes will continue to engage employees and boost productivity of organizations.

Talent Management Tips For 2017: Get ready for the gig economy and Generation Z

The gig economy, where people operate as self-employed contractors rather than traditional full-time employees, is here to stay. CNBC cited a recent Metropolitan Policy Program study at the Brookings Institute that estimates the gig economy is growing faster than traditional payroll employment, a milestone in a trend that has been growing rapidly for several years.

Managing The Talent Process: 5 steps to success

Today’s companies, more than ever, rely on their intangible assets to compete and succeed. Ocean Tomo points out that in 1975, less than 20% of the value of S&P 500 companies was made up of intangibles. Today, that figure is closer to 85%. It is a company’s intangible assets – its intellectual capital, its brand and, above all, its human capital – that give it the competitive edge over other companies. And it is employees who put those intangible assets to work.

Talent Management Excellence January 2017 Advertisers

Managing Young Talent: A new year, a new approach

While most individuals, regardless of their generational alignment, appreciate opportunities to acquire new skills and experiences, Millennials seem to have an enhanced affinity for accelerating each successive step in their careers. According to a report released by the Bureau of Labor Statistics in late 2016, the median time workers had been with their current employer was 4.2 years in January 2016, down from 4.6 years in January 2014. The difference between older and younger workers was dramatic, as workers age 55 to 64 averaged 10.1 years of tenure compared with a mere 2.8 years of workers age 25 to 34. So how do employers find and, more importantly, keep these young employees?

The Talent Is There: It’s simply a matter of being able to find it

We have a saying: be the grease. What we mean is that a good recruiter smooths the way for companies and talent to make meaningful connections. They are the grease in the unstoppable turning wheel of talent and opportunity. They do a whole lot of ground work and tea leaf reading. They know the companies, they know the industry, they know the trends, they know the talented people, and they connect all of those dots that others may not be seeing. But if you’re feeling like the talent isn’t there to connect, then what?

The Question Is Not About Killing Performance Reviews: It is about how to make them better

The face of performance management is changing across the world with leading organisations such as Microsoft, Deloitte, Accenture and General Electric streamlining their annual performance reviews, or even scrapping them. This trend comes from a growing perception that annual performance reviews might not be the best way to manage and improve performance in the workforce.

Creating A Peak Performance Culture In 2017: How to do it

Never, in the 30+ years I have been helping to drive organizational performance, have I seen so much C-level interest in organizational culture. Leaders are frustrated, frustrated with the difficulty of turning their thoughts into real world outcomes. They have sought to solve organizational and cultural problems through CRMs, ERPs, and other advances in technology. They’ve invested time and money in packaged methodologies like TQM, Excellence Plus, Agile, Spiral, IDEF, Lean, BPR, Six Sigma, and so on. What these leaders have discovered is these types of solutions don’t help – not with the problems they are trying to solve.

Creating Happier Employees: It just takes 5 minutes. Here’s how!

Happier employees impact the bottom line—each and every day. If you’re not working on this, start today because it will cost you in turnover, recruitment efforts and company reputation, not to mention your productivity. All these equal revenue either lost or gained.

Creating A Successful Performance Management Track: Here are the keys to it

Productive and motivated employees excel in an environment where they are free to discuss their performance, understand how their performance is measured, and know their feedback is important to the success of the business. My company, Quantum Workplace, created an infographic, Jumping On The Successful Performance Management Track, to help HR pros and employees get back on a successful performance management track.