TM - March 2008 - (Page 9)

talent management magazine recruitment & retention contents March 2008: Volume 4, Issue 3 www.TalentMgt.com ON THE HUNT FOR TALENT Lindsay Edmonds Wickman 20 assessment & evaluation On-campus recruiting is ranked as one of the most effective recruiting tools out there, but today’s competitive talent landscape requires recruiters to expand their strategies beyond the tried and true job fair. compensation & benefits 28 Unlock Employee Motivation Through Personality Testing Ken Lahti 34 HR Crucial to Executive Compensation Process Irv Becker and David Wise Most have seen or worked with talented people who could be wildly successful if only they tried harder or were better fit for their roles. Research indicates personality testing can help reveal the triggers to unleash motivation and prompt performance to match up with potential. The world of executive compensation has changed. In most companies, it is now the job of the board compensation committee to govern executive compensation, but HR still has a vital role to play in shaping the executive compensation program and acting as a key support in the process. performance management learning & development 38 Downtime Management: Surfing May Not Be Slacking Kellye Whitney 42 Think T anks Aid Government in T alent Management Ben Warden Chatting on cell phones, Web surfing and grooving to music aren’t part of the talent manager’s traditional view of the employee workday, but now many think these activities have their place. They allow employees time to decompress, refresh themselves and ultimately come back to work and give greater performance. Government agencies such as the Department of Homeland Security and the Federal Emergency Management Agency are feeling the talent management pinch more than private-sector companies or academic institutions, and many are turning to knowledge-packed think tanks for insight. succession planning 44 Creating Consistency: Enterprise-Wide Succession Plans Agatha Gilmore ON THE WEB AT TALENTMGT .COM Boomer Retirement: The Shortage Is Not the Problem… Replacements Are Michael Brannick The impending talent crisis and changing workforce attitudes mean organizations can no longer afford for succession planning to be a C-suite-only process. Companies must incorporate succession strategy into their enterprise-wide business plans and engage employees in a consistent, collaborative effort to develop, retain and promote from within. How Effective Are Your Company’s Strategic Talent Management Initiatives? Andrew Likierman and Douglas A. Ready http://www.TalentMgt.com http://TALENTMGT.COM

Table of Contents Feed for the Digital Edition of TM - March 2008

TM - March 2008 Editor's Letter Contents Human Performance - The Paradoxically Gifted Leading Edge - Reverse Engineering: Shifting Focus to HR's Cause Learning Connection - Sharing Talent On the Hunt for Talent Unlock Employee Motivation Through Personality Testing HR Crucial to Executive Compensation Process Downtown Management: Surfing May Not Be Slacking Think Tanks Aid Government in Talent Management Creating Consistency: Enterprise-Wide Succession Plans Battle Retention Deficits With On-Boarding Sunbelt Rentals: A Mid-Level View of HR From the Trenches Butterball: No Chicken When It Comes to Talent Management Advertisers' Index Editorial Resources Full Potential - Choosing Change

TM - March 2008

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