The Big Idea: 21st-Century Talent Spotting by Claudio Fernández-Aráoz Claudio Fernández-Aráoz is a senior adviser at global executive search firm A few years ago, I was asked to help find a new CEO for a family-owned electronics retailer that wanted to professionalize its management and expand its operations. I worked closely with the outgoing chief executive and the board to pinpoint the relevant competencies for the job and then seek out and assess candidates. The man we hired had all the right
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main-business their biggest challenge lies in their talent management strategy. The nature of our industry and the dynamics of the market these days dictate that companies need people who are not just very capable but very adaptable to changing financial times and various geographic environments. Also, robust retention packages and incentives are required to retain talent. Etisalat has been able to attract, retain, and manage executive talent not just based on the compensation package, but also
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Sustainable Talent Management In order for organizations to meet the growing demands of business sustainability and maintain a competitive advantage over the competition, businesses are encouraged to take a hard look at their talent pool (Urlaub, 2011). This process aims to retain employees and foster their continuing development of skills and competencies to achieve the organization’s immediate performance goals and long-term strategic objectives. This often requires managers to
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Running Head: Home Depot Talent Practices at Home Depot Shaniekia Moore Strayer University Dr. Sheila Letica Talent Management HRM 532 January 20, 2011 Lockwood, (2006) determine that in a competitive marketplace, the talent management process is one of the most important driver for organizational success. Home Depot maintains its’ competitive edge by using their organizational talent in the Do It Yourself industry. This is achieved by having an exemplary organizational structure
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Home Depot’s Plan Home Depot had several intentions regarding the use of it organizational talent to gain a competitive advantage in the Do It Yourself Industry. The first of these understanding is that talent was the most important element in being a competitor and developing a reputation of having an outstanding staff. Home Depot realized they needed very qualified leaders to assist with finding talent. The second of these intentions were to have limitless and diverse channels of entry into
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HRM 532-Talent Management Discuss how the leadership at Home Depot intended to use its organizational talent to gain a competitive advantage in the Do It Yourself industry. The Home Depot is the second largest retailer in the world. With that title there is a need to employ a lot of employees. According to the case there are approximately 17,000 leaders into positions each year on average. This is a range from the front line supervisors to executive line supervisors. Unlike most company the
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Bank of America Case Study The talent management program That led to Success for the Company Bank of America believes successful global leadership development is a mix of three essentials: global consistencies, cultural distinctive and individual ownership. Aligning, teaching and developing key leaders from across the enterprise are main facts of their consistent approach. According tone of the articles
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Assignment Three Talent Management Strategy Strayer University Talent Management – HRM 532 Dr. Mary D. Tranquillo February 17, 2013 Formulate a talent management strategy to encompass the entire talent requirements of the organization. My organization is Common Grounds Coffeehouses. Common Grounds are specialty coffeehouses that support the community by offering a place to gather while enjoying specialty brews in a neighborhood setting that facilitates social networking in a friendly and safe
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|BUSINESS |[pic] | ASSIGNMENT FRONT SHEET |Student Name: | |Certification : I certify that the whole of this work is the result of my individual effort and that all quotations from books, periodicals etc. | |have been acknowledged
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attract fresh graduates, but we believe that not only should new talent be attracted, but also experienced workers who may have different perspectives and ideas to contribute: To attract new candidates: 1. Balance between business and pleasure activities – improve work life- balance Google should be careful in balancing business with pleasure activities, although providing to employees, for example, to engineers may draw talent and encourage innovation, Google should not deviate from its core
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