Every week, I review blogs that cover talent development to find the very best talent development posts. This week, you’ll find pointers to pieces on the Global Talent Index, recruitment strategy, a succession planning model, learning and development technology, and what you can do about improving succession.
From Warren Heaps: 2011 Global Talent Index
“The famous “war for talent†lives on. Or does it? Heidrick and Struggles, the international recruitment firm, together with the Economist Intelligence Unit (EIU), have just published their 2011 “Global Talent Index†report. This year, in addition to a report which can be downloaded here, they have provided the resources for blogs and other sites to help spread the word about the report, including videos and interactive tools.”
Wally’s Comment: Here’s a report on the Talent Index which rates the climate for talent in countries around the world. Most interesting: predicted changes in the next five years.
From Jason Lovelace: A Recruitment Strategy Without Data Isn’t A Strategy At All
“Content strategist Mike Loukides recently wrote, “The future belongs to the companies who figure out how to collect and use data successfully.†While he may have been referring to marketing data, he could easily have been referring to recruitment. After all, recruitment essentially is just another form of marketing.”
Wally’s Comment: Savvy marketers use data every day to sell everything from detergent to luxury automobiles. Why not use some of the techniques they’ve mastered to improve your recruiting?
From John Hollon: Who Knew That “Today†Could Show Good Succession Planning at Work?
“Succession planning is one of those functions that many organizations talk about, but few actually do very well.”
Wally’s Comment: Five years ago, Ann Curry was passed over for promotion to co-anchor of the Today show. Since then she’s worked to be ready the next time the job came open and she’s had opportunities to develop both skills and visibility. The result is a promotion of a qualified insider to a high profile post.
From CIPD: Use of L&D technologies on the rise, finds survey
“The use of innovative learning technologies is increasing rapidly but classroom training remains by far the most popular teaching method, according to a European learning and development trends survey. Online distance learning is now used by 44 per cent of trained employees, while learning via personal devices such as smartphones or PDAs is practiced by 21 per cent, found the research by L&D provider the Cegos Group.”
Wally’s Comment: Learning and development (L & D) increasingly involves technology as part of the mix. But classroom teaching is still the most popular method.
From Kevin Eikenberry: Six Ways to Build a Succession Plan One Leader at a Time
“A study by the American Management Association/Corporate Learning Solutions found that 34 % of organizations genuinely committed to succession planning, while 43 % said such planning was irregular. The study also found that 14% of respondents said their senior management only pays “lip service†to succession planning.”
Wally’s Comment: It’s well known and well-documented that most companies talk more about succession planning than actually do much about it. On Monday I posted on that in “Oak trees and succession planning.” Kevin Eikenberry knows all that, but suggests that you can still make a contribution to succession planning in your organization by making the effort to develop your own people.
