Insights

There’s no shortage of advice out there on how to perform better, and better than others, at work. The problem is knowing which methods are actually proven to work–and how you should act on them to get the best results.

By Zac Upchurch & Marc Effron In our new research report, we release the surprisingly long journey of Talent Management, reflect on the state of Talent Management today, and outline how Talent Management is positioned to add value to the organization unlike ever before. We characterize this journey as the Talent Management Revolution and believe […]

We avoid assessing our talent practices for the same reasons that we avoid scheduling an annual physical exam. In both cases, it’s in your best interest to make sure that little aches don’t become big pains.

There comes a point in every professional’s career when new information contradicts one of your deeply held beliefs. This moment can either be enlightening, or embarrassing, depending on your response.

Ten days from now your core talent management practices could be redesigned, your executive team aligned with your talent agenda and your HR generalists more capable of effectively managing talent. Doubt it? Read 10 Days to Talent Management

The ability to accurately predict potential is the Holy Grail of Human Resources – long rumored, never found. So it’s curious that Human Resource consulting firms have recently put their sales and marketing teams in overdrive to convince you that they’ve identified the genuine item.

HR practices often reflect folklore disguised as science. You owe your company a more fact-based approach to building talent.

What do the CHRO changes in 2018 tell us about the challenges and opportunities of being (or becoming) a CHRO? Our CHRO Trends 2018 report tells you all the changes and what they mean for those in, or hoping to be in the top job.

When it comes to building great talent, smaller companies often believe they have to imitate larger companies’ talent practices to be successful – complexity, bureaucracy and all. The good news is that the science-based, talent-building fundamentals we describe in One Page Talent Management work incredibly well in smaller companies too!