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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Over the years, the use of a contingent workforce (contractors, consultants, freelancers, interims, temps etc) has grown. In just 20 years, the percentage of work allocated to contingent labour on average has grown from 6% in 1989 to more than 27% in 2009. Read full post

Are you going to have an “identified patient”?

are-you-going-to-have-an-identified-patient

Posted by Paul Daley - Director, APAC | employer brand, Leadership, talent succession
Posted on August 2nd, 2010 at 4:13 pm

I came across a blog post on Harvard Business Review the other day which spurred me into writing a piece on leadership succession.

An “identified patient“ is a psychological term referring to a family member — often a child or a teenager — who gets scapegoated for behaviour that is actually just a predictable response to dealing with an unhealthy family. In this sense, Tony Hayward is BP’s identified patient.

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Talent succession meets the world

talent-succession-meets-the-world

Posted by Paul Daley - Director, APAC | emerging talent, people management, Talent management, talent succession
Posted on April 22nd, 2010 at 10:00 am

Talent succession (the identification, qualification and mapping of high performers / potential into future role / capability requirements) has long been the domain of talent management experts who scurry through the internal population to pick out the golden jewels. However, this role is changing…
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