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 talent communities, the integrated HR executive, giving them a mentor instead of a bonus, and talent planning and global mobility.
From Gautam Ghosh: Some thoughts on Talent Communities
“Someone asked me what I thought about social recruiting – and I replied forget “social recruiting”, focus on building Talent Communities.”
Wally’s Comment: Whether you call them “talent communities” or “communities of practice,” social networks turn out to be the place where people who want to develop their skills connect with other like-minded souls. Internal social networks should be part of your strategy for helping people develop. External networks can perform the same function, but they also give your people a way to find out how things are at other companies, which can be either a recruiting tool or a turnover generator.
From Mark Vickers: The Integrated HR Exec
“If you’re an HR pro who wants to succeed in the top HR spot, I’ve got two pieces of advice for you: Move and connect.”
Wally’s Comment: Mark Vickers is a co-author of the recent ASTD report on integrated talent management, which is a good reason to read this post and his excellent blog. My take: the seat at the table is for business people. You can be one or not. It’s your choice.
“According to the 14th Annual Global CEO Survey by PricewaterhouseCoopers, 98% of Millennials believe working with a mentor is a necessary component in development. In fact, they ranked training and development three times higher than cash bonuses as their first choice in benefits.”
Wally’s Comment: I don’t know if what’s being described here is strictly a “Millennial” thing, but I do know this: top performers consider learning and development opportunities as rewards. That means that not all your people will value mentors over money, but the ones most likely to succeed will put high value on learning and development.
From the International HR Forum: Is There a Crystal Ball for Talent Planning and Global Mobility?
“Many companies with mature global mobility programs have evolved to measuring assignment success by leveraging available data across several key employment metrics: performance over time, promotions/career opportunities, years with the company post repatriation, engagement scores reflecting manager performance, etc. When consolidated into a dashboard, these metrics can help tell the story of success or challenges in your global mobility program.”
Wally’s Comment: Even if you don’t give a hoot about global mobility, you’ll get insights about talent development from this post.
