Integrated talent management efforts require organizations to focus on and connect three critical strategic areas: attracting and retaining necessary talent, developing talent, and improving workforce performance. To improve talent management outcomes, organizations need to create and deliver a competitive employment value proposition, execute on executive talent development, and focus performance management efforts on initiatives that matter most.
This session will involve discussions relating to acquiring talent with a strong employee value proposition that allows for increased access to candidates, enabling a development culture and network, driving Workforce Performance.
To help guide the roundtable discussion, our moderator, Suzanne Sherry with Johnson Controls, will cover some or all of the following discussion points:
- What are the top 5 most essential attributes potential employees look for in employment opportunities?
- Are the attributes that attract potential employees, the same qualities that retain employees?
- How do Senior Leaders set a tone in enabling a development culture in an organization?
- What is the most effective strategy in realizing employee potential?
- Does performance equal potential?
- How do organizations define potential?
- How do organizations ensure the readiness of successors?
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- Innovative Talent Development: What’s needed to support Trends in WisConomy - May 17, 2018
- Creating a Talent Management Strategy - October 23, 2017