Group items tagged

Short clip on having a successful succession planning...which starts early.

It is about being proactive and planning before the need arises. Often, employees leave and then the organization is left trying to figure out how to replace a critical role because there is no one identified to succeed the employee who left.

Correct...I have seen that to many times.

Week 2 related

Week 2 related

The article identifies a couple of pieces that are important to creating a strong culture in an organization. They include building relationships, trust, the meaning of the work, and the relationship with colleagues. This aligns with much of the previous literature we have read within this course. I have also witnessed this within my organization and department. The department spends a lot of time recruiting people and making sure they will fit the culture of the department. If they have the right credentials but do not seem to align with the culture, we will not hire them. Culture is important in the workplace.

By now, we've all heard about how employers scope out the Tweets and Facebook profiles of job seekers to winnow down the field of applicants. But job seekers may be surprised to hear just how many recruiters now use social media throughout the hiring process.

Ah, the joys of social media! It truly does expand the meaning that "big brother" is watching. I've found myself pulling back on Facebook posts by trying to stick to only positive things. LinkedIn, I feel I need a to hire a PR rep to make sure everything is in order there. Twitter, I'm not a fan of it period. But from the sounds of the article, I better learn to like and use it. Thanks for the link to the article, very good information.

I always enjoy this dynamic. It is a double edged sword and not every organization should want the use of social media in their candidates. I have conducted surveillance in law enforcement, research on teachers while working in the education field, and pre-screened inbound young Officers in the military. Its important to see what you are getting. It has become suspicious if someone doesn't have a linked in account. If a person has too many accomplishments on their linked in account however while simultaneously not having an active personal social media account as senior management I find it suspicious. We are all aware that if you want to know who a person truly is, the last place to look is linked in.

We have a game show for everything else...  Again-  Good information, not too old and wants to throw out the rulebook.

Wow! Immediately has an HR person I begin to get nervous about the potential illegal interview questions or practices that these companies could be sued for. It's a risky line between innovative and unethical in terms of hiring. I like the idea and concept of thinking outside the box though!

On the SHRM website they have great information for all sorts of HR topics. Click on the "download your free report" as this is a great tool for onboarding. They discuss the Four C's (Compliance, Clarification, Culture, Connection).

The SHRM website is a great website to visit on a lot of HR related topics. I would recommend it as a useful website.

Looks like we all like this website. Solid practical advice given in the article.

Smooth CEO and C-suite transitions are critical so why do the majority of companies state they do not have ample talent pool to fill them?

The trends discussed in this interview are ones I have noticed in my organization; vertical development, innovation, group versus individual, and greater emphasis on development being owned by the individual.

Unfortunately, planning for succession is often overlooked or occurs when it is too late - after key people have left the organization and there are no internal candidates to fill the leadership positions.

Interesting....and oh so true!

Onboarding programs are the first experience many employees will have with an organization. Keep them interested and keep it simple.

Enjoyed the simple format that can easily be put into action. Also the link to creating metrics as that feels like a difficult part to draft without some ideas.

By keeping it simple, in my opinion, makes everyone feel balanced in the first few months of employment with a new company.

To summarize Walt's leadership lesson: In order to "know what the people want," get out there, be willing to listen, and then institutionalize learning and continuous improvement on behalf of your customers.

I love this - but I worry customer service is losing it's appeal. Now a days many large companies feel if they have a strong product customer service is less than important. I immediately think about Walmart. I rarely have a good customer service experience at Walmart - but that has not stopped me from buying products there....

I agree on the customer service part...I also feel a lot of companies are moving towards "self service" which brings back to less customer service.

Having a career model that is closely tied to business needs can not only enhance retention, but also facilitate the development of professionals to support critical areas that are in danger of being understaffed.

Level 5 Leadership

Never underestimate the quiet ones - they can have can have the biggest impact.

With so many avenues for social media, it is important to have good "branding" for your organization. Something that represents the company and attracts potential candidates.

I agree that good branding is a critical aspect for all organizations to consider in recruiting. It is also important to make sure the brand aligns with the actions of the organization and its employees; otherwise it has the potential to damage the reputation of the organization.

I know many of organizations that utilize this type of branding as a means to re-enforce their product. Their superior talent is supposed to coincide with their product. Its interesting though that many individuals are passed over because they did not necessarily embody the branded traits help by the organization. I wonder who is to blame when the company goes into a nose dive economically?

Some key points for large organizations to have a strategy for leadership building: Never Hire in Panic, Plan for the Future & Get Everyone Involved. 

It really is about the partnership between HR and Leadership. This was a good read!

Most firms have no formal programs for anticipating and fulfilling talent needs, relying on an in...

While many people have expressed concern about the trend of employers using social media to screen job candidates, can social media actually be a benefit to job seekers or employers? Find out in this Q and A interview with Chirag Nangia, CEO of Reppify.

Most companies of any size have an employee referral program. Best in class programs provide 40% or more of their new hires through employee referrals. Many studies show that employee referral hire...

Kathy, This was a really good article, gave me new perspective on employee referrals. I periodically monitor the job board here at my company for myself and a few of my business contacts outside of the company. I need to suggest to my contacts that we become more aware of all our skill sets to help ensure a better fit when looking for employment.

The articles discusses the benefits gained from a strong onboarding process. More importantly, it addresses that onboarding is not successful when it is regarded as a one or two day process. It is ongoing processes for several months.

How Talent Management Technology is impacting the workplace

Industry is going to continue see expanded measurements put into place, organizations are going to have to stay abreast of all the options available to them.

Chain of command is not limited to the battlefield. Knowing who comes next in the line and having a plan is critical for mission success.