O SlideShare utiliza cookies para otimizar a funcionalidade e o desempenho do site, assim como para apresentar publicidade mais relevante aos nossos usuários. Se você continuar a navegar o site, você aceita o uso de cookies. Leia nosso Contrato do Usuário e nossa Política de Privacidade.
O SlideShare utiliza cookies para otimizar a funcionalidade e o desempenho do site, assim como para apresentar publicidade mais relevante aos nossos usuários. Se você continuar a utilizar o site, você aceita o uso de cookies. Leia nossa Política de Privacidade e nosso Contrato do Usuário para obter mais detalhes.
As ZF has evolved over the last 15 years, we’ve watched leadership development and HR evolve. We’ve learned along with the rest of you, how organizations can incrementally increase their return on investment in leadership development if it’s not an island unto itself.
For the next 45 minutes, we’ll challenge you to think about how your organization wants to position itself as an employer in a competitive Talent Market. Talent Management can become your strategy. How do you order the systems, processes and practices around Talent Management goals?
Talent Acquisition C-suite important but also up and down the organization The cost of acquisition
Performance Management Use Elsevier as the example for Performance Mgmt and Development
Development – Elsevier
Succession Developing everyone to allow them to be competitive for the bigger roles they want – allows entire pipeline to gain knowledge and skills consistent with organizational strategy Talk about heat charts anonymously – look at brochure Talk about cost of missing hidden talent Celgene story – Joe Folkman tells the story? – use the heat chart to discover hidden talent –
SUMMARY STATEMENT Your organization’s value proposition is that of an employer able to attract talent because they can imagine a future linked to development and mobility in the organization based on a well-defined talent strategy
HR and OD need to have the credibility and ability to guide business leaders to implement all of these
If it’s really integrated, the HR group must be strengthened in skill
Invite Group to share key learnings and then have Brenda share hers
Have Brenda be a featured example giver – talk about the elements – Closing thoughts
Brenda is comfortable taking a difficult questions –