Reinvent Your Career

July:
As the economy rebounds, the workplace will need older workers to fill a widening talent gap between the number of people available to work and the demand for workers, particularly those with skills and experience. Growth in knowledge-based jobs will lessen the demand for physical labor and reinforce acceptance of older workers.

Recipe for Change

March:
Fostering an employee culture that is flexible and adaptable, alert to new circumstances, able to shift gears, skilled in team building, and capable of cross-disciplinary communication is challenging for any organization. The U.S. Geological Survey (USGS) established a national leadership program as a critical feature of its strategic planning process.

Reading the World

February:
Despite the opportunities a flattened world has given us when it comes to technology, global executives have taken on new roles that require new ways of thinking. Unforeseen challenges of aligning virtual teams, leading multicultural team projects across geographical borders and time zones, and negotiating alliances and partnerships around the world have modified communication to an art form that goes well beyond the simple use of words.

Proactive Learning Brings Healthy Results

October:
The drive to deliver high-quality, patient-centered care and create great patient experiences propels one healthcare system to stress every detail of workforce training and development.

This podcast is sponsored by Pfeiffer, an imprint of John Wiley & Sons, Inc. Pfeiffer serves the professional development and hands-on resource needs of training and human resource practitioners and gives them products to do their jobs better. They deliver proven ideas and solutions from experts in HR development and HR management, and offer effective and customizable tools to improve workplace performance. Lean more at www.pfeiffer.com.

Polish Up Your Crystal Ball

By maintaining an inventory of current competencies, consistently revisiting the conversation with executives, embracing strategic context, and putting some incentive behind competency forecasting, your organization can polish up its crystal ball and generate better information to fuel effective succession planning.

People Power Makes the Difference

“Great hotels guests love” is not just a slogan for this global innkeeper. It’s a business strategy that has dedicated and knowledgeable employees at its core. This podcast is sponsored by Pfeiffer, an imprint of John Wiley & Sons, Inc. Pfeiffer serves the professional development and hands-on resource needs of training and human resource practitioners and gives them products to do their jobs better. They deliver proven ideas and solutions from experts in HR development and HR management, and offer effective and customizable tools to improve workplace performance. Lean more at www.pfeiffer.com.

People Equal Competitive Advantage

With more than 17,000 employees in multiple lines of business in 40 countries around the globe, Mercer approaches talent management as a way to promote consistency via a single way of doing things, while supporting behavioral competencies across the company’s core disciplines. Deborah Wheelock, head of global talent management for Mercer, spoke with Learning Executives Briefing.

Organizational Intelligence Surveys

June:
While surveys in general are commonly used for varied purposes in the context of workplace learning and performance and human capital management, organizational intelligence surveys are an entirely different breed of survey that account for strategic factors that enable or inhibit employee engagement, and other important organizational outcomes.

No Small Change

November:
Some CEOs embrace change. Others, like Herb Henkel, leap on it with everything they’ve got. From the moment he joined Ingersoll Rand in 1999, Henkel undertook two of the biggest changes a company can make: going global and moving to a radically new business model. T+D spoke with Henkel at Ingersoll Rand University.

Northern Light

A report from stakeholders in Canada’s workplace communities suggests that it will take a partnership to ensure a properly skilled workforce now and in the future. If employers are waiting for an infusion of talent to help them build and operate their organizations in the years to come, they may want to rethink their strategy.

Management Onboarding

April:
Despite dramatic evidence of the impending talent shortage, few organizations adequately protect the investments made when hiring new managers. The traditional orientation program, with its focus on policies, procedures, benefits, and other administrative issues, comes up woefully short when integrating employees into organizations.