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 about human capital metrics, the candidate experience, a coming turnover storm, helping your developing leaders learn to be “clutch,” and improving corporate learning.
From TLNT: 10 Ways to Develop High Quality Human Capital Metrics
“Today, HR practitioners and senior executives are continuing to recognize the growing importance of metrics in effectively shaping the strategic position of an organization.”
Wally’s Comment: Dr. Mohamed Latib has ten suggestions for improving your metrics. Two other recent posts addressed metrics issues. Check out “Two Ways to Make Your HR Metrics Rock” from Upstart HR and “Talent Management Metrics Get an ‘F’” from i4cp.
From the HR Examiner: Candidate Experience Is Not About Pleasing Everyone
“Who doesn’t have an opinion about candidate experience these days? If that person exists in HR, I sure haven’t met them yet. After all, candidate experience is a good thing, right? It’s important, right? And ensuring that everyone has a great experience is the thing to do, right?”
Wally’s Comment: Claudia Faust challenges the conventional wisdom that every candidate should have a great experience. Find out why she suggests that a “managed experience” is better.
From the Performance Improvement Blog: The Coming Turnover Storm
“Companies must start shifting their focus from downsizing to worker retention, so says Jon Picoult in a N.Y. Times article. He writes, “A turnover storm is looming, and most businesses are ill prepared for it.†I agree and have blogged about this issue previously. Retention will become a serious problem for any company seeking high performance.”
Wally’s Comment: There are a lot of people who think that top performers will be flocking to the exits as the economy picks up. Whether you think that’s Chicken Little talking or sober prediction, you’ll benefit from reading what Stephen J. Gill has to say about it.
From HBR: How Cadets Learn to Be “Clutch”
“A few weeks ago, I addressed several classes of cadets at the United States Military Academy. I left more impressed by the military’s leadership training than I was already. And I started to wonder why so few corporate leaders have the mindset of young cadets.”
Wally’s Comment: There’s an awful lot of wisdom in this short post by Paul Sullivan. Read it for ideas about what you can do to make your leadership development more effective.
From FP Executive: Improving corporate learning and education
“According to Andrall E. Pearson, past president of PepsiCo, if you want, “to improve a company fast, develop people fast.†Very often, the greatest potential in large organizations is with the middle management strata, who possess the numbers and knowledge to significantly impact business performance. These days, however, middle managers are feeling the heat. They are expected to be strategic, agile and innovative. At the same time, this group must cope with rapid change, constrained budgets and increasing regulations. Most business leaders understand that the optimal way for the firm to build competencies is through management training. Yet, in most companies there is a pervasive gap between learning goals & needs and business impact.”
Wally’s Comment: Good advice here about improving the training component of your talent development. Mitchell Osak gives you several observations and four specific suggestions.
