Comments on: Talentonomics – Proving the Economic Value of Talent Management

By: Talentonomics - Proving the Economic Value of Talent Management « A blog in need of a suitable name

Thu, 12 Feb 2009 07:30:45 +0000

[...] http://www.ere.net/2009/01/19/talentonomics-proving-the-economic-value-of-talent-management/ « Rio’s Chinese takeaway [...]

By: BlogERP Links 01/23/2009 « Competitive intelligence on e-recruitment SaaS Vendors

Tue, 10 Feb 2009 17:24:18 +0000

[...] Talentonomics – Proving the Economic Value of Talent Management : ERE.net [...]

By: digforleadership.com

digforleadership.com — Sun, 25 Jan 2009 10:49:12 +0000

Talentonomics…

Talent management must build a strong alliance with the CFO’s office in order to learn their view of the “acceptable ways” of measuring program performance and revenue impacts, as well as to build up the CFO’s staff’s confidence in what you a…

By: Talentonomics - Proving the Economic Value of Talent Management

Talentonomics - Proving the Economic Value of Talent Management — Sat, 24 Jan 2009 04:56:21 +0000

[...] Dr. John Sullivan explores interesting analytics to establish the revenue impact of great hiring, succession planning, and other talent management functions in his article, “Talentonomics – Proving the Economic Value of Talent Management“. [...]

By: Ronald Katz

Ronald Katz — Fri, 23 Jan 2009 22:53:33 +0000

Another thoughtful, wonderful, ahead of the curve article. Thank you Dr. S!
Only fly in the ointment and flaw in the process is when evaluating the impact of our hires and using performance metrics of different employees to make our case, it is of course imperative that the organization have and implement a rigorous performance management process. Managers have to be evaluated on how effectively they manage and differentiate their staff. If managers are rating all staff “above average” then we will have a rocky time demonstrating our effectiveness as we will be basing our evidence on flawed data. But this is a great idea. Unfortunately this is an argument many of us have been making for decades. Maybe using Talentonomics will catch their eye. We’re often only as good as our last hire.
Ron Katz, Penguin HR Consulting

By: Links 01/23/2009

Links 01/23/2009 — Fri, 23 Jan 2009 07:35:22 +0000

[...] Talentonomics – Proving the Economic Value of Talent Management : ERE.net [...]

By: Timothy Kutzer

Timothy Kutzer — Wed, 21 Jan 2009 15:59:14 +0000

Great Article. A good reminder to us HR folks who sometimes forget that we are running a business.

Any examples of companies that have successfully mastered “Talentonomics” or suggestions of resources to help someone get started with these metrics?

By: Keith Halperin

Keith Halperin — Wed, 21 Jan 2009 07:32:08 +0000

A thoughtful article. This made me think of the concept of organizational triage- that we are in three separate categories in our current situation:

Category 1 Our heads are on the chopping block, and the blade is coming down, quickly or slowly. Dr. Sullivan’s suggestion is too late for us.

Category 2 Our heads are safe! We have the goods on them and know where the bodies are buried, or we may be part of that semi-divine elite that is always in demand and invulnerable to economic forces. Dr. Sullivan’s suggestion is unnecessary for us.

Category 3 We are in a position where our actions may affect our circumstances. Dr. Sullivan’s suggestion is very relevant. The problem is, if you’re just figuring this out, you’re probably not in this class at all, but in Category 1.

In case you are in Category 1 or Category 3 and it doesn’t work, here are links to a collection of job-hunting resources:
The Riley Guide (http://www.rileyguide.com/) and
Job-Hunt: (http://www.job-hunt.org/).

Keith “We Who are About to Say ‘Bye’ Salute You” Halperin