Talent Management - October 2008 - (Page 35)

required to contribute quickly. Establish a talented project manager who has a good understanding of the entire business process that will be affected. This person can help build a strong project A team. Remember, help is available. The talent management vendor or associated third-party consultants should be able to provide a resource schema or matrix and, based on the results, make recommendations on the right internal team makeup. Understand the required change: By now it should be clear to users that change is coming. But they also need to understand what the change is and why the organization is doing it. The more transparent the decision and reasoning, the higher the degree of adoption within the organization. If end users feel they have been heard and recognize their needs have been addressed in the end design, they will more readily adopt the new process. sitivity to a change in jobs as a result of the process re-engineering is important and should be dealt with honestly and effectively. Educate and train: Education and training are a big part of any talent management’s initiative success. A technology implementation is no different. To be truly Having a project champion in a different business unit or geography can help get senior management to embrace the project. effective, training must focus more on the critical tasks of the system and what will enable users to reap real beneﬁts versus focusing solely on how to use the new system. Most studies show adult learners retain only 10 percent of the information delivered via traditional instruction Marketing tactics also can prove beneﬁcial to sell new ideas and gain end-user support so there is a common understanding of the new talent management system. Consider branding the project, or engage in key message crafting to get all users on the same page. Sen- Francisco Machancoses Human Resources Manager C.R. Virgen de la Blanca – Spain Member since 2004 I AM FROM COMPREHENSIVE CASE STUDIES to benchmarking reports, SHRM provides Francisco Machancoses all the information he needs to build a long-term HR strategy for his organization. www.shrm.org keyword: knowledge center 08-0685 http://www.shrm.org

Table of Contents Feed for the Digital Edition of Talent Management - October 2008

Talent Management - October 2008 Editor’s Letter Contents Human Performance Leading Edge Foundations The Three Pillars of Executive On-Boarding Role-Based Assessment: Thinking Inside the Box Who's Going to Speak Up for Health Care? Obey the Push to Automate Managing the Star Performer No One Wants to Work With Adopting a Mutual-Funds Model for Talent Management Hewlett-Packard: Simple Talent Management in a Technical World Team Effort Pays in Talent at London Business School The Employee Survey: What’s in It for Me? Why Most Managers Are Stuck Advertisers’ Index Editorial Resources Full Potential

Talent Management - October 2008

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