The Talent Era

There are more than 50 million articles that include Talent in their search terms according to Google.  The articles include definitions and information about attracting, retaining and rewarding and, of course, the importance of engagement in maximizing the contribution Talent makes to organizational success.

Blog Image June 2016Why add another voice to this already overwhelming amount of material?

In my research into workforce talent and in particular Key Talent – those people critical to the achievement of organizational success –  I didn’t find what I was looking for.  I wanted something that goes beyond theory and statistics about what is important.  I wanted innovative practical ideas and examples for today’s complex environment where:

  • profitability is dependent on attracting and retaining, and obtaining maximum return from each individual;
  • the extent of the individual’s capacity isn’t easily discerned, and
  • subjective factors like engagement, satisfaction, and appreciation impact motivation and productivity.

Because I didn’t find what I wanted I went to work on creating it.

Over the next few weeks, I will share some of my thinking about human resource management in the Talent Era in a series of white papers.  The first one, which can be accessed through the following link, provides background and sets the stage for the practical approaches provided in the following papers.

The Talent Era

About Anne Howard Human Resource Consulting

Anne holds a BA (Sociology) and a Masters in Business Administration (MBA)and a certificate in Human Resource Management.  She also holds Certified Management Consultant (CMC) and Certified Human Resources Professional (CHRP) designations and . . . . . .  Anne continues to engage in ongoing training to remain at the top of her field. She is practical, realistic, highly analytic, and creative.    Anne is also a Sessional Instructor in the Bachelor of Business Administration Continuing Education department at Mount Royal University. Anne is unique in her ability to see the broad scope vision of the business owner, determine what is required to reach that goal and, then design the appropriate Human Resource Management processes.
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