Right, to finish this little mini-series of posts on talent management, here is further advance warning of the Economist’s 2012 Talent Management Summit, www.thetalentmanagementsummit.com.
This was one of my favourite events last year, and you can check out the posts at:
- #ECTalent - Recognising Individuals: GE vs. Aviva
- #ECTalent: Leadership Behaviours for the Future
- #ECTalent: Future Proofing the Business (Strategic Workforce Planning)
- #ECTalent: Setting a Talent Agenda
- Social leadership at Cisco
- Social leadership at GE
- Social Business at the Economist’s Talent Management Summit
This blog is once again acting as a media partner for the Summit, meaning that I’ll be back again, posting furiously. The actual number of posts I’ll do will depend on a number of things – firstly, decent technology (I remember the hotel being rather short of power sockets last year!) – and obviously the quality and resonance of the presentations too. But that shouldn’t be a problem, as there are quite a few topics which I’m pretty passionate about, and post on quite frequently here, eg:
THE SECRETS OF SUCCESSFULLY INTEGRATING TALENT MANAGEMENT AND CORPORATE STRATEGY
Doug Baillie, Chief Human Resources Officer, Unilever
STRATEGIC WORKFORCE PLANNING—insights into what, who, when and how
Moderator: Chris Webber, Senior Editor, Economist Intelligence Unit
Christopher Benko, Vice-president, Global Talent Management, Merck
Sharron Gunn, Executive Director, ICAEW
Melanie Long, Managing Consultant, SHL
WORK GROUP: ENGAGEMENT—does your CEO know what makes your organisation tick?
Andrew Kakabadse, Professor of International Management Development, Cranfield University School of Management
However, I’ll probably post most on the stuff I don’t agree with. For example:
PANEL: THE NEW TALENT LEADERS—and re-positioning HR
Sally Boyle, Partner, Head of Human Capital Management Division EMEA, Goldman Sachs
James Cullens, Group Human Resources Director, Hays; Advisory Board Member, OUBS
Budaraju Sudhakar, Chief Human Resources Officer, Tata Chemicals
Looks fine, and I certainly agree with the need to reposition HR, but the sub-text is about business-driven HR – and personally, I think there’s a better way!
That’s fine too. It’s a point I’ve been meaning to make in response to one of the most interesting articles I’ve read this week – which has been a piece by HR Magazine on HR’s evolution. There are a couple of calls in here for HR to unify its sense of direction, eg Diageo’s Christian Horne suggests: "The more I work in HR, the more I discover a distinct lack of common definitions." To me, that’s a good thing (see The Head of Talent Role: Challenges and Opportunities for talent Managers /4).
I should also mention another two things, in case you’re not yet convinced you need to attend the summit:
1. This year, I’ll also be on the programme (now, if that’s not a reason to attend!!!…):
INTERVIEW: THE NET GENERATION—capitalising on unique characteristics
Moderator: Jon Ingham, Executive Consultant, Strategic HCM
Lucian Tarnowski, Co-Founder, Brave New Talent
Kirsty Russell, Vice-president, Markets HR, Nokia
2. As a valued follower of Strategic HCM blog you are entitled to a 15% discount. Simply quote "SHCM" when booking.
You’ve also got a chance to win one of two free tickets to attend the Summit and I’ll be posting details on this here tomorrow!
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