RPO and Talent Management Blog by Ochre House | Ochre Talk

KnowledgePool have a very interesting article on workplace training, which struck a chord with me. It made me think how a much more fluid workforce, the availability of specialist outsourced providers and the ready supply of contractors had changed the ‘requirement for training’ dynamic for organisations in 2010.
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Being a fan of global explorers and tales of great expeditions, I am always on the look out for commentary or articles that refer to such leadership but in a business context.  I found this article briefly captured the essence of Shackleton’s leadership during the great Antarctic “survival” of 1914-16.  I found it specifically pertinent as I read so much about how to retain staff over the coming months.
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I supported England against Wales in the 6 Nations rugby championship on Saturday and saw a once great team now down on its luck and playing with very little confidence. And it struck me that our rugby team share a lot of challenges with business today.  
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Put the words ‘talent retention’ into google trends. What do you see?

The declining use of the search term over the past few years is no surprise. Through the recession, organisations have been quite happy to let a few employees slip off the payroll. Some have actively had to manage it through workforce management and redundancy programmes.
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This was the title of an article that was shared with me the other week. The basic premise was that in a web 2.0 world, where user generated content dominates, employer branding can no longer be viewed as a monologue dictated by the corporate. Instead, focus should be on managing (or should that be influencing?) the messages shared about an organisation in the market. I wanted to look deeper…
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I spend most of my time talking to HR professionals, usually in the arena of Talent Management and Resourcing and Recruitment. One trend that’s becoming ever stronger is the link between these functions or the entire integration of them.
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