Joni Daniels' Blog: Personal and Management Development

Friday, August 10, 2007

How to – Leverage the Career Process and Manage Talent

There is a lot of discussion about attracting and hiring talent in today’s marketplace. With shifting demographics, an increased emphasis on diversity and inclusion, and a new focus on the lack of career on- and off-ramps, there simply is a shortage of people to fill the openings that companies currently have. This does not bode well for filling the openings that organizations WILL have.

The cost associated with acquiring and training employees is significant. Once you have employed people, you want to develop and retain those who can move your firm forward. Significantly, there are strategies that will allow you to leverage and nurture talent.

Career Tracking

• Monitor high potential employee at all company levels
• Systems should be in place at headquarters, plants, and all business units and site locations
• Educate employees and managers about these systems

Mentors

• Coaching method training should be provided, used, and monitored
• Mentors need to be engaged in the pipeline process
• Managers and mentors should be educated about the value of this proves to the business

Incentives

• Incentives and bonuses should reward or penalize employees fro meeting or missing goals
• Use recognition and reward strategies

Data Tracking

• Develop profiles to help the company fill gaps
• Profiles of key job opportunities must be shared with managers and employees
• Review data periodically to make sure it is being communicated and leveraged

High Potential Employee Monitoring and Support

• Identify high potential employees to insure success
• Provide ongoing support for high potential employees
• Initiative leadership development programs for high potential employees

Accountability

• Regularly review data, gaps, systems and successes
• Make company leaders accountable for becoming an organization that attracts candidates
• Tie bonuses and income for executives to recruiting and retention initiatives and diversity goals

Labels: accountability, Career development, management

10:25 AM • 0 Comments •

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About This Blog Joni Daniels' Blog: Personal and Management Development View Bio Previous Posts How to - Use Small Talk to Get Big Outcome How to – Find Your Authentic Focus How to – Manage the Boss How to - Leverage Online Networks for Marketing How to – Appreciate Generational Differences How to - Assess Cultural Integration How to - Improve Project Success How to - Be Persistent But Not a Pest How to – Give Advice Well How to – Finesse the Office Party Archives December 2006 January 2007 February 2007 March 2007 April 2007 May 2007 June 2007 July 2007 August 2007 September 2007 October 2007 November 2007 December 2007 January 2008 February 2008 March 2008 April 2008 May 2008 June 2008 Links www.jonidaniels.com Other citybizblogs Oz Bengur CityBizBuzz Ann Priftis Julie Rubin Russ Smith Hollis Thomases Edwin Warfield Gary Williams George Wills cityBizList Atlanta Baltimore Boston Philadelphia Washington DC Subscribe to Posts [Atom]	HOME > Blog Index > Joni Daniels's Blog >
	Friday, August 10, 2007 How to – Leverage the Career Process and Manage Talent There is a lot of discussion about attracting and hiring talent in today’s marketplace. With shifting demographics, an increased emphasis on diversity and inclusion, and a new focus on the lack of career on- and off-ramps, there simply is a shortage of people to fill the openings that companies currently have. This does not bode well for filling the openings that organizations WILL have. The cost associated with acquiring and training employees is significant. Once you have employed people, you want to develop and retain those who can move your firm forward. Significantly, there are strategies that will allow you to leverage and nurture talent. Career Tracking • Monitor high potential employee at all company levels • Systems should be in place at headquarters, plants, and all business units and site locations • Educate employees and managers about these systems Mentors • Coaching method training should be provided, used, and monitored • Mentors need to be engaged in the pipeline process • Managers and mentors should be educated about the value of this proves to the business Incentives • Incentives and bonuses should reward or penalize employees fro meeting or missing goals • Use recognition and reward strategies Data Tracking • Develop profiles to help the company fill gaps • Profiles of key job opportunities must be shared with managers and employees • Review data periodically to make sure it is being communicated and leveraged High Potential Employee Monitoring and Support • Identify high potential employees to insure success • Provide ongoing support for high potential employees • Initiative leadership development programs for high potential employees Accountability • Regularly review data, gaps, systems and successes • Make company leaders accountable for becoming an organization that attracts candidates • Tie bonuses and income for executives to recruiting and retention initiatives and diversity goals Labels: accountability, Career development, management 10:25 AM • 0 Comments •