A best practice approach towards strengthening your workforce is to implement a unified talent management (UTM) system. The ‘unified’ feature is the most critical element because all talent management functions – recruiting, learning, succession, and more – are housed in one location. This enables each program to “talk” to each other to better manage the… Read more »
This interviewee was featured in our recent guide, Understanding State and Local Government. To read the guide, click here. We’ve all heard about the aging workforce. The state of Pennsylvania is no exception to the statistics that tell us that well over a third of their workforce will be eligible to retire over the nextRead… Read more »
Drastically better talent management including a culture of high performance – it’s a proven, winning formula.
There are numerous unique challenges for agencies to attract, hire, onboard, retain and develop the best possible talent. I think it’s best to leave that to organizations that are laser-focused on how to address these challenges and any obstacles that agencies face in overcoming them.
First impressions have a way of sticking with people, and those first few interactions experienced when starting a new job are no exception. Even so, many HR professionals and managers rush through the on-boarding experience or rely on old methods that are no longer (or never were) effective.
There is a petition on the We the People website asking for a paid Holiday Friday November 27, 2015. Please take a moment to sign it if you are so inclined.
Over the past decade the men and women that filled critical skills positions in government have been retiring and as a result have taken a vast amount of knowledge with them
There remains in our agencies an entrenched impediment to true empowerment for our entire workforce in their ability to own their work.
Keep in mind these three hidden benefits of hiring interns that could make a big impact for your organization in the long-term.
In some instances, particular critical elements and performance requirements of senior executives may already be part of the system. If not, or if tweaks or modifications are required, simple configuration changes can be made to accommodate the new elements. It can be as easy as flipping a switch, rather than the historical long, drawn-out process.