So what are ‘strengths’?

Posted by Rebecca Stevens, Business Psychologist, Work Brighter | business value, Interviews
Posted on January 26th, 2012 at 5:28 pm

Are they knowledge, skills, or abilities? Well in the context of positive psychology they are defined as “something that energises you, which leads to your personal growth and development and which results in peak performance” (Strengths Partnership). But what does this mean to you? Are ‘strengths’ different to competencies? Are they a fad that’ll come and go? Why spend time trying to persuade your managers that there is yet another thing to consider?
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The hidden leadership problem

the-hidden-leadership-problem

Posted by Nick Kemsley - Owner, Org-onomic Ltd. Co- Director of the Henley Business School Centre for HR Excellence | Leadership
Posted on January 17th, 2012 at 12:21 pm

Ninety percent of the organisations I work with have a leadership model. Despite this, nearly all continue to have the same issue – a deployment “gap” somewhere around Board-1 or Board-2 level, a kind of leadership version of “The Doldrums”. The symptoms manifest as problems translating strategic intent into functional objectives, difficulties with prioritisation and managing complexity, poor alignment and implementations which don’t fully deliver. Try as they might, it won’t go away. Does this ring any bells?
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The engaging community

the-engaging-community

Posted by Nicola Longland - CSD | talent communities
Posted on January 4th, 2012 at 11:24 am

Sure, job boards have their place, particularly when it comes to volume hiring or the sourcing of talent for relatively easily filled vacancies. But what happens when you’re faced with sourcing talent for specialist or niche roles where candidates aren’t exactly hanging around? Seemingly endless searches through CV databases are equivalent to the hunt for a needle in a haystack and desperately seeking referrals with the time ticking away looks, well, desperate. So do you have any alternative in such circumstances but to turn to the potentially expensive services of a recruitment agency?
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Strategic Workforce Planning – the what and the how

strategic-workforce-planning-the-what-and-the-how

Posted by Prashanie Dharmadasa - Market Development Manager | strategic planning, Workforce Planning
Posted on December 19th, 2011 at 4:08 pm

Over the past couple of months I have been speaking with a number of organisations who are grappling with Strategic Workforce Planning. What became apparent to me is that almost every organisation I have been in contact with is  transforming in some shape or form, but when it comes to the long term picture there seems to be a disconnect between the workforce plan and the overall business strategy.
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We’ve all seen it. When it comes to advising line managers on how to make the best hires, we can list off a whole ream of ‘best practice’ tips: be consistent, use competencies effectively, provide constructive feedback, be rigorous, use structured interviews…the list goes on. And yet, when it comes to making hires ourselves, into our own teams, we sometimes go back to what does not work: intuition and feeling.
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Making resourcing stand for something

making-resourcing-stand-for-something

Posted by Paul Daley - Director, APAC | APAC talent management, talent retention
Posted on November 29th, 2011 at 2:27 pm

Last month we ran our first Ochre House think tank event in Hong Kong. With speakers and participants attending from many global organisations, the event generated a lot of stimulating debate around resourcing and talent management.
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Are organisations leaving future talent out of succession planning?

Posted by Paul Ballard - Talent Manager | future talent, Succession Planning
Posted on November 23rd, 2011 at 10:02 am

We’ve been hearing a lot about succession planning lately and it’s something which our clients are really focusing on at the moment. In order to help better understand the current issues and queries on this subject, Ochre House held a recent webinar on the topic of Succession Planning and your External Talent Pool’.
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Identifying people for the future

identifying-people-for-the-future

Posted by Helena Parry - Market Development Director | future talent, talent succession
Posted on November 10th, 2011 at 12:29 pm

Change is happening all around us, and whilst adapting to this shifting environment is becoming the norm for businesses worldwide, the pace of this change is perhaps happening quicker than we had expected. This presents a daunting challenge for HR; forecasting, attracting and retaining the talent needed for what is ultimately an uncertain future.
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Learning agility – the new predictor for leadership success?

learning-agility-%e2%80%93-the-new-predictor-for-leadership-success

Posted by Paul Daley - Director, APAC | Leadership
Posted on November 3rd, 2011 at 4:56 pm

In today’s fast moving world, how are approaches to leadership assessment changing? Here are some observations from our recent work with organisations in this space.
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Is it time to link diversity to your succession plan?

Posted by Paul Ballard - Talent Manager | business value, Succession Planning, talent management
Posted on October 27th, 2011 at 2:01 pm

In the last few months, Lord Davies’ report on businesses addressing gender issue bias in the boardroom has had a high media profile, in many different ways and with very many different commentaries! It has galvanised, quite rightly, a number of organisations into making a renewed commitment to aim for 20% – 25% female representation at board level by 2013.
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