Blogs
Category: Brian Noble
Posted April 19, 2012
by Brian Noble, SVP, Client Solutions
For this blog post, I built on a message used by one of my clients whom I work closely with, Lisa Makowski, an organization development consultant at Children's Hospital of Wisconsin.
You may have heard of Jeremy Lin, the undrafted NBA player who, a few months ago, competed for a back-up spot after being signed on waivers by the New York Knicks. In February, Lin became the first NBA player to score at least 20 points and have seven assists in each of his...
Posted January 17, 2012
By Brian Noble, SVP, Client Solutions
January is a big time for resolutions and people hitting the gym for the first time in months, but its also a nice time to reflect on how attractive your organization isat least in the eyes of current and potential employees. As healthcare organizations have increased pressure to produce high quality, highly satisfactory, and low cost healthcare, recruiting and retaining key talent is more important than ever.
Several national reports, including one by the...
Posted December 1, 2011
by Brian Noble, SVP, Client Solutions
In part one of this blog series, Levering Employee Engagement Data for Talent Management, I mentioned four distinct categories that should be built into every talent management framework. So far, I've discussed the first three.
- Strategy: Putting business priorities front and center; having the metrics and information needed to make decisions and measure progress; understanding and managing risk
- Solutions: Core HR lifecycle programs and processes that...
Posted August 30, 2011
by Brian Noble, SVP, Client Solutions
As discussed in my July 5 blog post, your engagement data can be instrumental in creating and measuring a talent management strategy for your organization. Once your talent management strategy is determined, you will need to focus specifically on the HR areas that drive it. As I've mentioned previously, strategies are not a one-size-fits-all plan. Each organization needs to find the balance and focal points, or levers, that will help it achieve its goals....
Posted July 5, 2011
In my last blog post, I spoke about the importance of having a blend of the following components in an organization's talent management approach: Strategy, Solutions, Accelerators, and Infrastructure.
Strategy is the first component of a well-thought-out talent management approach. Among other things, it ensures that your talent priorities are aligned with your business priorities, that you are planning appropriately for the number and type of workers your...
Posted April 25, 2011
Are you leveraging your employee engagement data to inform your organizations approach to talent management? This is a rich source of data that tells you a lot. For example, employee engagement data can tell you if you have a potential turnover issue brewing, or whether employees are getting the career development they need. This information is critical input to your talent management plan.
Think for a moment about creating your favorite dish. To get...
