Managing Talent

Developing a talent "ecosystem" helps overcome the problems of in-house dependence in a world where talented people are less likely to commit to long-term employment in an organization.

Developing a talent "ecosystem" helps overcome the problems of in-house dependence in a world where talented people are less likely to commit to long-term employment in an organization.

For a talent ecosystem to work, organizations need to reach beyond their traditional boundaries.

The "ecosystem" of talent and the organization should share the same core values, and cultural bonds should be strengthened through invitations to the organization's events and social functions.

For individuals who want to make the most of the opportunities their talent affords them, the three principal options are corporate management, consultancy, and setting up and running their own business.

Much of the focus of HR staff has been on activities and programs which, although important, have arguably taken on a life of their own.

Managers have to leave aside the factors that made them successful in their careers and think objectively about what an outstanding leader, manager or specialist will look like in five years or so.

Hiring talented people is the relatively easy part; keeping them engaged and getting the best out of them while they are with you is the greater challenge.

The aim of a talent review is to assess how well employees are performing currently in the critical roles and their potential to move into more demanding roles.

Companies in uncertain or highly competitive conditions are rethinking their approach to talent management. They are not necessarily dismantling their systems but are looking at the question of how to build more flexibility.