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Talent management is an important function of the Human Resources department, concerned with attracting, developing, engaging and retaining productive employees. Using metrics to monitor HR departments has been practiced for a while and ensuring high performance talent management can become an important competitive advantage for a company. But what do baseball and talent management have in common?
There has been a long discussion about what does an organization, product or effort need to keep in focus: quantity versus quality. This all-baffling duality brings animosities, because it reflects different reasons, or rather, different facets of the same reason: how to get the maximum output in exchange for a certain input.
Non-discriminative policies, gender equity and women in leadership are all sensitive topics in today’s business world. Gender inequality issues have been discussed, arguments reiterated, some improvements made, yet there is still perceptible imbalance within this chapter.
Do thick CVs predict performance, or describe a precedent?
When looking to hire, Human Resources specialists and managers will look to the best fit between the candidate’s offer, his CV, background and achievements and the job’s requirements. It’s the natural string of events, taking into account urgency and the need for workforce.
Employees are the most valuable asset of an organization. It is very important that they are motivated to do their jobs well, making the most of their time and skills within the company. But before being employees, they are humans, with their own needs and desires that are not always aligned with the company’s goals. Motivating employees thus becomes the key factor in achieving performance.
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