by Suzanne Sherry

Share on linkedin
Share on facebook
Share on twitter
Share on email

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?
Suzanne Sherry
Suzanne Sherry
Post-sharing Multimedia

Restricted Member-only content

Login required.

Popular Topics

More to Explore

Want to learn more or have questions about ELE Membership?

drop us a line and keep in touch

This website uses cookies for analysis and personalized content. By using our platform you agree to our use of cookies. View our Terms of Use.