38
Management Services Spring 2012
Talent management
qualifi cations tackling particular tasks in a ‘loosing way’, while people with fewer credentials undertake similar tasks in a more effective way (Coulson- Thomas, 2012).
Success depended mainly upon whether or not – and to what extent – critical success factors were in place and work was done in a winning way. The implications are particularly stark in an area, such as bidding for business. In certain fi elds, all major contracts are put out to competitive tender. Success at submitting winning bids can determine whether or not a company survives as a main contractor. Rejected proposals can waste resources and the more successful a talent management team is, the more qualifi ed any people being made redundant might be.
A more cost-effective alternative Is there a more affordable approach which can improve results by taking people as they are ‘warts and all’? Is it possible to build a high performance organisation with the people we have – ‘bog standard’ or average people who do not cost ‘an arm and a leg’ to recruit and retain? Can this be done in such a way that delivers quantifi able benefi ts and multiple returns on investment within a few months? If sensibly applied, an alternative approach could prevent the gulf between aspiration and achievement that has so often been experienced (Coulson-Thomas, 2012). Early evidence from pioneer adopters suggests it represents a more focused, relatively quick and very cost-effective way of securing extremely large returns on investment and simultaneously achieving multiple corporate objectives. The approach brings together
different elements, from helping people to understand complex
Page 1 |
Page 2 |
Page 3 |
Page 4 |
Page 5 |
Page 6 |
Page 7 |
Page 8 |
Page 9 |
Page 10 |
Page 11 |
Page 12 |
Page 13 |
Page 14 |
Page 15 |
Page 16 |
Page 17 |
Page 18 |
Page 19 |
Page 20 |
Page 21 |
Page 22 |
Page 23 |
Page 24 |
Page 25 |
Page 26 |
Page 27 |
Page 28 |
Page 29 |
Page 30 |
Page 31 |
Page 32 |
Page 33 |
Page 34 |
Page 35 |
Page 36 |
Page 37 |
Page 38 |
Page 39 |
Page 40 |
Page 41 |
Page 42 |
Page 43 |
Page 44 |
Page 45 |
Page 46 |
Page 47 |
Page 48