Brand strategy and talent management are two of the most influential disciplines within an organisation. Imagine, then, the power they could have if they joined forces.It may not be immediately obvious, but the two are very closely related and continually feed into one another. If the relationship is governed well, each is something of a superfood, strengthening and nurturing the other.
Stong performance and the results it carries are all well and good, of course, but it does not necessarily indicate that an employee will make a good leader. And according to research from member-based executive team advisory company CEB, companies are seriously hurting themselves by failing to differentiate between performance and potential.
In 2014, we will see HR shifting their focus to workforce planning and developing retention strategies to hold on to their talent. Issues such as poor leadership and management, lack of training and development opportunities -as well as the assciated lack of rewards, recognition and career progression – need to be addressed.
What are leading companies doing on employee well-being and health at work? What have been the key developments in the last year on important topics such as employee engagement and mental health?
As a recruiter, you may already be aware of the benefits of hiring candidates from a wide range of backgrounds, ages, nationalities, genders, and industries. Diversity in hiring is what transforms any organization from a small entity to a global force. Social recruiting has become a large part of this effort.