Go Total Talent Management, or Go Bust
We live in a Covid 19 endemic, hybrid world of work. Organizations face people management challenges that far exceed those that were the norm in the Baby Boomer era. The HR practices that developed in those decades no longer work for talent driven organizations. The state of the art ones described in this book do. They are proven.
Become a 21st Century manager and organization. Do what works when your organization depends of the talent of your staff to survive and to thrive.
Most well-established organizations get along fine with human resource practices that have not changed for decades. But if you run, or work for:
- a rapidly growing company,
- or a highly innovative organization that is disrupting its industry,
- or a creative problem-solving organization focused on quickly serving clients,
these decades old HR practices will no longer cut it.
You need Total Talent Management, a set of integrated people management processes that will let you:
- find and recruit,
- performance manage,
- develop the skills of,
- and steward
the talented people that your organization needs to thrive, or even to survive.
These state of the art human resource management practices described in this book. They were developed and implemented in two large talent driven organizations that were categorized as 'world class' by independent outside experts.
Change your mindset. Move from considering your people at 'resources' to treating them as 'talented adults', whose abilities can make or break your organization. Engage them, so that they do their best for you. Become a 21st Century organization and manager, overcoming the challenges that characterize a endemic Covid 19, hybrid world of work. Develop the 'people management' reputation which will encourage the talented few in the current scarce talent marketplaces to want to work for you.
Roelf Woldring has been a CEO, a CIO, and a CTO. His postgraduate studies were in the psychology of the work place. He has led thousands of people and managed tens of millions of organizational dollars over the course of his career. he knows that his career success is directly attributable to the talent of the people who worked for him.
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