Posted by admin on December 8, 2011 · Leave a Comment
The wild hunt for talent and the next generation of leaders has started in the Swedish companies. Perhaps that is why more and more companies become aware of the need for Talent Management strategies.
The last two weeks, I know about at least five Talent Management seminars only in Stockholm. StardustConsulting has participated in two of them. And more are to come, be sure.
A survey conducted in 27 western countries show that Sweden is the country with the lowest proportion of managers less than 40 years of age. Less than 15% (source: Confederation of Swedish Enterprise, November 2011).
Add to that this year is the first year when the influx of labor is lower than the outflow of the future pensioners. Now more than 100 000 people born in the forties begin to retire and the company that not yet has planned for succession and
knowledge transfer is facing huge problems. Even worse is that the Swedish companies are generally lousy at making better use of the foreign born and immigrants.
Keep in mind that it takes about 3-5 years to develop a good middle manager. Does your company have an eye on who are the next generation of leaders? Internally? Or externally? And are you sure they want to work in your company?
Posted by Henrik Martin on November 9, 2011 · Leave a Comment
Talent Management dyker allt oftare upp som begrepp i Sverige nuförtiden. Såväl antalet seminarier som antalet tidningsbilagor på ämnet under hösten talar klarspråk.
Men trots att företagen håller på att vakna till liv, så finns det fortfarande mycket kvar att göra. I en BCG-studie bland 2,000 europeiska ledare (“Creating People Advantage 2011—Time to Act: HR Certainties in Uncertain Times“) konstateras att 6 av 10 europeiska företag saknar en strategi för sitt talent management.
Och att 53% av de framgångsrika företagen har en talangstrategi på plats. Medan endast 27% av de mindre framgångsrika företagen har det.
Hur det är ställt i Sverige håller vi som bäst på att ta reda på tillsammans HR-föreningen och Personal&Ledarskap. Vill du vara med i vår undersökning som tar 5-10 minuter? Gå in på http://bit.ly/personal2011
Posted by Charlotta Wikstrom on October 21, 2011 · Leave a Comment
If you do not devote enough resources to ensure that your employees, especially the most talented, have the right goals to work towards, there is a risk that they set their own. Things may be done ”the right way” but are “the right things” done?
Research shows (Rodgers and JE Hunter, Bersin & Associates Factbook 2010) that companies that devote resources to setting goals in a logical way that cascades from top to bottom in the organization can increase their productivity by up to 57%!
Goals that are related to each other create meaning and a sense of being part of something greater among the employees. They understand where the company is heading and how their own work and personal goals contributes to the business success of the company.
There is an enormous potential in working with goal setting in a structured way to ensure that the organization is in step towards the same goal. Nowadays, you can find good support systems on the market, mostly from the U.S., which make the process of goal setting easy to handle. Simple stand-alone modules or entire systems can be plugged into your HR system, where both managers and employees can work interactively with the goal setting process. Goals that are related in logical chains. Really simple actually!
How are your goals related to the company’s overall goals? And to what extent do they motivate you?
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