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 who’s ahead in talent management systems, a review of talent management technology, recruiting from within, keeping your key employees, and succession planning.
“This winter we launched our second annual Talent Management Systems Customer Satisfaction research. Now, after surveying more than 1,500 organizations over the last two years, we have a very deep understanding of how this market has evolved. We will be continuing this research on an ongoing basis, so if you are interested in participating please register at our website and you will get information on the program.”
Wally’s Comment: Bersin shares the outline of results from their talent management systems customer satisfaction survey. There are some cogent observations on the state of the market as well.
From Accidental Entrepreneur: Talent Management Technology – 2010 Year in Review
“The Talent Management Technology space has always been very dynamic. Ever since the Web made it possible to deliver software over the internet, we have seen ebbs and flows of new solutions and fire sales. In the early 2000s there were so many Talent Management systems on the market the predictions of consolidation were constant (Back then we called the ATS Talent Management Systems.”
Wally’s Comment: This post considers talent management technology from the market side. It’s a good companion to the Bersin post.
From ERE.net: At Cisco, Many Top Recruits Are Already on the Payroll
“Cisco Systems has been quietly doubling up on its recruiting efforts, but with a twist: the target market is made up of the company’s own employees. In particular, it has been making it easier for employees to get promoted into different departments, rather than first moving laterally from one division to another and then getting promoted.”
Wally’s Comment: Cisco has been looking at many different ways to do things. Here’s one of them. It seems to me like this should also free up movement between departments for people who do not necessarily want to move upward.
From the Wall Street Journal: Message to CEOs: Do More to Keep Your Key Employees
“Chief executives should act now to prevent defections of key employees next year, says veteran management adviser Ram Charan.”
Wally’s Comment: Advice from one of the great gurus on how to hang on to those key employees. Charan is always insightful and this article is no exception.
From World at Work: More Interest Than Action in CEO Succession Planning Among Top Companies
“A Korn/Ferry Executive Survey released today reveals that the majority of global companies do not have a CEO succession plan in place, even though they regard CEO succession as an important element of overall corporate governance.”
Wally’s Comment: Yes, it’s true. It’s also no surprise. Despite all the talk about the importance of succession planning, there is very little “walk.” When it comes to succession planning, most companies are like Lindsay Lohan. The promise to reform, but those promises are barely out of their mouths when it’s back to the same old same old.
