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This wasn’t about creating some spreadsheets or graphs of generated savings. He had to make sure that we continued to expand our footprint inside the company. To sell our value to thestakeholders. To keep in constant communication with them. To make sure we were getting repeat business. To ensure that we were getting referral to other stakeholders.

Who is the First Person You Should Hire?

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By on Blog-News U can Use, Sourcing, Value

This wasn’t about creating some spreadsheets or graphs of generated savings. He had to make sure that we continued to expand our footprint inside the company. To sell our value to thestakeholders. To keep in constant communication with them. To make sure we were getting repeat business. To ensure that we were getting referral to other stakeholders.

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As a recent victim of one of these unintended consequences, identity theft, I can tell you that trying to fix the problem FAR exceeds the efficiency that was initially created. By the way, my problems were not caused by a local hooligan but by a VERY sharp hacker (most likely tens of thousands of miles away) that helped himself to ALL my personal information.

The Unintended Consequence of Efficiency

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By on Blog-News U can Use, Sourcing, Value

As a recent victim of one of these unintended consequences, identity theft, I can tell you that trying to fix the problem FAR exceeds the efficiency that was initially created. By the way, my problems were not caused by a local hooligan but by a VERY sharp hacker (most likely tens of thousands of miles away) that helped himself to ALL my personal information.

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Every year we know it is coming and every year we dread it – the Performance Evaluation. We all know that it is going to go smoothly for some and not so smoothly for others. So how do you address Performance Evaluation in your Competency Based Talent Management (CBTM) system? Anne Kohler has some insights.

An Annual Necessary Evil – The Performance Evaluation

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By on Blog-News U can Use, Competency Based Talent Management

Every year we know it is coming and every year we dread it – the Performance Evaluation. We all know that it is going to go smoothly for some and not so smoothly for others. So how do you address Performance Evaluation in your Competency Based Talent Management (CBTM) system? Anne Kohler has some insights.

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We continue our series on Competency Based Talent Management with a post on training. Keeping your folks trained in the proper areas is very important to any organization. But have you ever thought about how effective your training programs are and how you can get your training programs adopted over the long-term? This post gives a few ideas. What have you found to be effective?

Mind the Gap – Training vs Competencies

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By on Blog-News U can Use, Competency Based Talent Management

We continue our series on Competency Based Talent Management with a post on training. Keeping your folks trained in the proper areas is very important to any organization. But have you ever thought about how effective your training programs are and how you can get your training programs adopted over the long-term? This post gives a few ideas. What have you found to be effective?

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In this entry, the third of six in our series on Competency Based Talent Management (CBTM), we talk about recruiting as part of a larger CBTM plan.

Help!!! Recruiting Next Practices Needed!

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By on Blog-News U can Use, Competency Based Talent Management

In this entry, the third of six in our series on Competency Based Talent Management (CBTM), we talk about recruiting as part of a larger CBTM plan.

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