Talent Management - October 2008 - (Page 8)

talent management magazine compensation & beneﬁts October 2008: Volume 4, Issue 10 www.talentmgt.com 28 Sens. John McCain and Barack Obama both have ideas on how to improve the state of health care in the United States should they become the next president. But how would their proposed changes impact strategic talent management? Frank McArdle recruitment & retention assessment & evaluation 16 The Three Pillars of Executive On-Boarding Michael Watkins 22 Role-Based Assessment: Thinking Inside the Box Lindsay Edmonds Wickman Many talent managers don’t believe their organizations do an effective job on-boarding, and that’s unfortunate. Onboarding can accelerate time to performance for newly hired leaders and boost retention by helping to ensure a successful transition into a new organization. Hiring new talent can be a bit like rolling the dice at a casino — win some, lose some. Role-based assessments can help even the odds by offering companies insight into whether a potential candidate will work in a speciﬁc role, team or environment. performance management learning & development 32 Obey the Push to Automate Guy Gauvin 38 Managing the Star Performer No One Wants to Work With Susan Kushnir In today’s knowledge economy, talent managers will use any and every advantage to ensure employees can produce and perform at optimal levels. That’s why those who implement a dedicated talent management solution must ensure they are getting full value from the new system. Being smart, exceeding goals and surpassing performance expectations is not enough. If a rock star employee doesn’t have the interpersonal skills to mirror his work prowess, he may be more of a liability than an asset. succession planning 40 Adopting a MutualFunds Model for Talent Management Mark Walker ON THE WEB AT TALENTMGT .COM The Four-Step Talent Management Road Map Michael Sabbag Both mutual funds and talent management rely on growth and performance for success while minimizing risk. A balanced mutual funds approach to succession planning can facilitate development of high-performing talent and seed an organization’s leadership portfolio. How Frontline Managers Retain Hourly Workers David Creelman and Steven Hunt Stop Baby-Boomer Retirement Brain Drain Stephen Xavier http://www.talentmgt.com http://www.TALENTMGT.COM

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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