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With organizational appetites for technology upgrades growing, the HRfunction is more frequently finding itself in the long sought position of selecting new human capital tools that will elevate talent and facilitate the achievement of business objectives. By Christine Mellon.
A good number though, still regard talentdevelopment as a hygiene factor. Talent management in these companies can become an exercise in gap-filling and tactical recruiting.” ► 2013. (44). ‘The challenges we face are all internal. Sponsor my Strategic HCM blog! Search my blog. Subscribe to posts.
“Technology can have huge benefits for the HRfunction: saving time by streamlining processes, boosting engagement by enabling analysis of people data or improving employee development by allowing staff to access the content they need on different platforms, wherever and whenever they need it. People Analytics.
In any case, it’s certainly a more apt model for most people’s careers — including those of talent leaders. Only 44% of current TA leaders and 20% of L&D leaders began their careers in the HRfunction where they eventually landed.
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