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 senior executives and talent development, the best way to combat attrition, why companies hire veterans (or not), and the dark side of metrics.
“Leadership development training is a smart, prudent investment that drives economic value and bottom line results. But if senior executives don’t care about development then—guess what—development will not be a priority in the company.”
Wally’s Comment: It tight economic times it’s tempting to see everything through a short term financial lens. It’s tempting to cut back on talent development expenses. What happens then? Why should a CEO keep spending on talent management?
From HR Morning: Your best bet for battling worker attrition
“One thing that will retain talented workers who may feel overworked or undercompensated as a result of the recession: Benefits.”
Wally’s Comment: Ask the people what they want. What will make them stay? Benefits could be a big part of the answer.
From Jena McGregor: Why companies hire veterans, and why they don’t
“Veterans might seem like the perfect employees: Disciplined, loyal and resilient, and with highly valued leadership and teamwork skills. And indeed, many companies have been increasingly tapping military veterans to fill their leadership ranks. Fortune wrote a cover story in 2010 about how major companies like Wal-Mart, General Electric and PepsiCo are hiring young officers. The annual Military Friendly Employers list by G.I. Jobs Magazine has grown from a Top 10 to a Top 100 list (Amazon, Southern Company and CSX took the top three spots in this year’s list). And “hiring events†and job fairs that focus on veterans are getting more attention. But despite the interest in hiring veterans for their unique skills and experience, there is also plenty that’s holding them back.”
Wally’s Comment: There are plenty of good reasons to hire vets, but it turns out that the companies who don’t have some pretty good reasons, tool
From Stephanie R. Thomas: We’ve Gone Too Far With Metrics!
“I love metrics. I’ve spent my entire professional life measuring things, running quantitative analyses, and trying to figure out the real-life implications of the numbers I calculate. So it might come as a shock to hear me say… we’ve officially gone too far with metrics. What catastrophic event has caused me to rail against my beloved HR and compensation metrics? ANSI is getting involved.”
Wally’s Comment: ANSI and SHRM are teaming up to create standards for evaluating human capital metrics. That worries Stephanie R. Thomas. Here’s why.
Carnivals and Such
Leadership Development Carnival hosted by Laura Schroeder
