May 13, 2008
Should we manage talent in down economy?
Author: Maksim Ovsyannikov
Is talent management important in a down economy? Does attracting and retaining talent become easier when the economy slows down? Actually, it becomes more difficult - the best employees are always retained to maintain the culture of productivity and innovation, while some others may be reconsidered. Talent management during economic downturn becomes ever more important!
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April 27, 2008
Why Generation Y?
Author: Maksim Ovsyannikov
I recently attended a major HCM conference where a panel of baby boomers, pretending to be experts on the millennial generation, was giving advice on how to attract and manage Generation Y.
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April 8, 2008
The First Six Months – A New On-Boarding Paradigm
Author: Maksim Ovsyannikov
I love data – not because I like numbers, but more because I enjoy the observation of “shift” – changing landscapes as new facts contrast the old norms and turn our attention to original approaches to business.
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March 25, 2008
Knowledge Management is the First Step to ROI In Your Talent Management program.
Author: Maksim Ovsyannikov
It is not a surprise that many organizations that consider implementing talent management programs struggle to justify costs to their executives. Read more
March 10, 2008
Managing Uncertainty in Talent Demand
Author: Maksim Ovsyannikov
Learn why talent management is evolving to deliver skilled employees “just in time”Read more
Feb 27, 2008
Is the Interview a Moment of Truth?
Author: Maksim Ovsyannikov
Job interviews are a nailed down way to pinpoint who is best suited to fill a job. Correct? Not so fast — as we are about to find out, the job interview is probably the least honest, least revealing, and definitely the least enlightening moment in the hiring process Read more
Feb 15, 2008
What is People Management and How Does It Translate to Performance?
Author: Maksim Ovsyannikov
I recently came across a 2007 study conducted by Personnel Decisions International, a well-known HR consultancy, which uncovered a vivid disparity among performance review scores. When multiple managers rated the same employee, they disagreed more than 60% of the time. Read more |
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