The emergence of talent development as a new, more evolved form of
training and development reinforces the scale of transformation that has been
underway within this area of talent management.
New insights from neuroscience and behavioural economics and new
technologies including social, mobile and cloud are just some of the drivers
leading to a new focus on creating an environment in which talent can
develop.
Looking back at the focus on
delivering training ten or even five years ago and comparing this to the type
of activities talent developers will be undertaking in another ten years time
(learning app designer, content curator,
community manager etc) it is clear this has been a revolution, not just
an iterative improvement.
Other areas of talent management reviewed within this book have been
through similar levels of change.
Recruitment / talent acquisition is probably the most obvious example
and the shift in focus from recruitment advertising to sourcing, employer
branding and external talent communities has been just as radical as the change
in the talent development space.
But
most other areas have or are now seeing a similarly transformational scale of
change.
But what about reward (meaning
the topic and activity relating to compensating and engaging people through
monetary and other exchanges)?
Well, although there is a lot of talk about the new pay, as yet, there
is not that much difference between the new and the old!
(I like this World at Work article on the New New Pay too.)
Also see:
For more information:
- Consulting Research Speaking Training Writing
- Strategy - Talent - Engagement - Change and OD
- Contact me to create more value for your business
- jon [dot] ingham [at] strategic [dash] hcm [dot] com
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