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It is very interesting to see how other organizations compare to mine with Performance Management. This information shows 3 different phases (plan, monitor, and review).

Strategic organizations take a comprehensive approach to talent management - aligning it with their business strategy

The "workforce of one" model of people management-sculpting work to fit every employee instead of...

Managers, not HR, must lead the charge to engage employees. Senior Management touts the value of employee engagement so why is the responsibility often delegate to the HR department?

Improving Talent Management Strategies

Talent Management Strategy to Create a Higher-Performing Workforce

Simple and direct information - we both selected the same article - great minds!

Human Capital and Data Management go hand-in-hand in managing today's global organizations.  

This article provides a corporate boards perspective about what they are worried about; developing and enacting strategic plans that will enable their organizations to succeed.

Nice to have a boards perspective - provides a nice spin when applying talent management methodology.

Simple but interesting PowerPoint

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.

Performance management is the process of creating a work environment or setting in which people are enabled to perform to the best of their abilities. Performance management is a whole work system that begins when a job is defined as needed. It ends when an employee leaves your organization.

The term performance management often strikes fear in the hearts of supervisors and employees alike.

Having the right leader in place who sees that performance management is an ever evolving piece of the puzzle is the key to empowering employees to deliver their fullest potential.

Looks like our options are growing all the time.

A lot of software options for talent management growth.

So true! I feel like my company is constantly going through evaluations of different technologies out there. Organizations are recognizing the need for technology more so than ever before.

Organizations are increasingly reliant on HR departments to build a leadership pipeline of managers capable of leading "creatively" through turbulent times.

Many of our discussions have talked about tight budgets and economic downturn. Here's a good article that shares how to focus on the core business and strengths.

Important decisions often are made with limited information, and politics and poor communication can further disrupt the integration process.

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

2013 looks to be a year of global growth, but for HR and talent leaders, it will likely continue to present challenges. Still a relevant article as we go into 2015!

2010 article regarding talent management model for business.