tag:blogger.com,1999:blog-7686742259258701545.post2809795372429670047..comments2024-03-28T09:29:23.550+00:00Comments on Strategic Human Capital Management (HCM) Blog: The Strategic HCM Suite / 2Jon Inghamhttp://www.blogger.com/profile/05553537200734270043noreply@blogger.comBlogger4125tag:blogger.com,1999:blog-7686742259258701545.post-15720616748922385392007-10-23T22:02:00.000+01:002007-10-23T22:02:00.000+01:00Leighanne has contacted me with a copy of Bersin's...Leighanne has contacted me with a copy of Bersin's executive summary to their comprehensive research report.<BR/><BR/>We have had an exchange over my remark about the use of competency frameworks to drive intgrated HCM (see http://strategic-hcm.blogspot.com/2007/10/competencies-core-of-hcm-programmes.html).<BR/><BR/>Bersin note that to implement integrated HCM systems, organisations are increasingly enabling line managers to define more generic profiles consisting of flexible talent attributes such as experience, interests, certifications, licenses, education and special training.<BR/><BR/>In one way I'm not surprised that more organisations aren't using competencies to underpin their integrated talent management approaches. After all, Bersin's high-impact talent management report (http://strategic-hcm.blogspot.com/2007/08/top-22-programmes-for-talent-management.html) found that only 6% of organisations have a world-class competency management process.<BR/><BR/>I think I just supposed that given the opportunity, those organisations at the leading edge of HCM technology may have also been those to crack competencies. Some of the best case studies of the use of competencies are certainly technology savvy organisations that have used their IT systems to make the use of extensive lists of competencies less cumbersome. But I guess that I supposed wrong.<BR/><BR/>Given this, I think that profile management could be an appropriate fall-back.<BR/><BR/>But then, if organisations are implementing integrated talent management to drive success against their talent challenges, it's hard to see how properly constructed competencies wouldn't provide another piece of this agenda.<BR/><BR/><BR/>On another point, I was also encouraged to learn that Leighanne had over 350 people attend Bersin's presentation at the HR Technology conference in Chicago two weeks ago.Jon Inghamhttps://www.blogger.com/profile/05553537200734270043noreply@blogger.comtag:blogger.com,1999:blog-7686742259258701545.post-38084234082623803932007-10-20T06:35:00.000+01:002007-10-20T06:35:00.000+01:00First of all, thanks for attention and excuse me f...First of all, thanks for attention and excuse me for my bad english!<BR/><BR/>I'm working as a HR Researchs Specialist for a big industrial corporation in the Middle East. This coporation has been composed from about 15 companies and headquarters company wants to apply a proven HR development model and reward to best sub-company.Anonymoushttps://www.blogger.com/profile/15531099117933438648noreply@blogger.comtag:blogger.com,1999:blog-7686742259258701545.post-34140819115969356712007-10-18T15:31:00.000+01:002007-10-18T15:31:00.000+01:00Can you give me more information about what you're...Can you give me more information about what you're after?<BR/><BR/>Regards, JonJon Inghamhttps://www.blogger.com/profile/05553537200734270043noreply@blogger.comtag:blogger.com,1999:blog-7686742259258701545.post-77859788914787479972007-10-18T14:51:00.000+01:002007-10-18T14:51:00.000+01:00I'd like to know more about The best Human Resourc...I'd like to know more about The best Human Resource Management Excellence Model; Can you help me?Anonymoushttps://www.blogger.com/profile/15531099117933438648noreply@blogger.com