As federal human capital leaders confront a myriad of challenges and problems, one area of opportunity might also, surprisingly, help address these same challenges and problems. Knowledge sharing provides opportunities for improved agency performance and a better chance to fulfill an agency’s mission, but also can provide relief to the aging federal workforce, the challenge of hiring and retaining millennials, employee engagement problems and leadership development challenges.
Joe Abusamra is Vice President, Product Marketing at Acendre.com, a provider of talent acquisition and management solutions to optimize workforce performance. To read more posts by Joe Abusamra, please click here.
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Articles by Joe Abusamra
"The great mystery isn't that people do things badly but that they occasionally do a few things well. The only thing that is universal is incompetence. Strength is always specific! Nobody ever commented, for example, that the great violinist Jascha Heifetz probably couldn't play the trumpet very well."— Peter Drucker
Focus for Success
Over the next few years, the aging population will lead to a 'retirement tsunami', with millions of baby boomers leaving the workforce within two decades. In Australia, the ratio of employed persons to retirees will be cut almost in half, falling from 5 to 2.5 workers for every retired individual, according to Treasury data. In the US, "baby boomers in a big lump are leaving the labor force," according to Andrew Chamberlain, chief economist at Glassdoor. In short, there won't be enough new talent entering the workforce to keep up with those leaving it.
These days, it seems like Google just about runs the universe. Many of us use Google ubiquitously, including Gmail for communication, Google Maps to figure out where we're heading and seek answers to life's quandaries through that familiar search page.
Yet, there's another reason to talk about Google: the workplace.
It's the firm's company culture and army of talent that fuels the innovative, revolutionary developments we've come to love. Indeed, the organization has a skilled, creative workforce, and it understands how to bring out the best in its team.
It's the circle of life, enterprise style.
Eventually, your managers, directors and even senior executives will have to hand the reigns over to the next wave of leaders.
“Winter is Coming” is a key theme of the popular HBO series Game of Thrones. With its warning of constant vigilance, the meaning is clear – no matter how good or calm things seem now, the good times and serenity won’t last forever…and you need to prepare and be proactive to ensure you’re ready for when the tide turns.
Just because “everyone” used to do something doesn’t mean it was the right or smart thing to do.
That’s one of the good things about humanity – we often (although certainly not always) improve many aspects of our lives as the earth keeps spinning.
Consumption of unhealthy diversions such as sugar-loaded cereal, soda and cigarettes is way down.
Value Hard to Find
If we can get smarter about what we devour, we should be able to do the same with the disdained annual performance review. Thankfully, we are.
The theory behind performance management is simple enough: Align the personal and professional goals of your employees with the strategic goals of your organization, and you'll be in a far better position to achieve ongoing success.
Performance management encompasses the setting of these goals, and the monitoring of employees and departments to ensure that objectives are being met in the most effective way possible.
We all know about Reading, Writing and Arithmetic from our childhoods – the 3 Rs.
In the HR and talent management world, there are another 3 Rs that are critical to the success of an HR organization – Recruitment, Retention and Relationships. As much focus that is placed on the first 2, it seems the relationship piece of the puzzle is often missing. And that’s a shame, because it is vital to the success of the organization, including the recruitment and retention pieces.
It's the people!
Leaders and managers -- stop what you’re doing – focus and engage!. You’re looking at a whirlwind of challenges and problems that seemingly feed on each other as you drown in an ocean of HR calamities:
Now that all the Year in Review and Year in Pictures articles have concluded, it’s time to move on to the predictions for the coming year. I’m by no means an “official” prognosticator. Yet I see a trend that has been building over the last several months – a renewed emphasis on performance management in relation to talent management and people management – that leads me to believe that 2015 might be the year of performance management.
Yogi Berra, the former New York Yankee baseball player known for his pithy comments and witticisms, could have been talking to HR leaders about talent analytics when he coined this phrase. Today, talent analytics is, or should be, at the heart of your talent management solution.
Talent analytics and organizational success
Talent acquisition for the enterprise is a challenging proposition in this era of talent shortage. Despite the lingering effects of the Great Recession and the fact that for many it seems like we are still in a recession. According to Rahaf Harfoush, co-author of the New York Times best-seller The Decoded, 1 out of 3 employers today say they are unable to fill key roles.
The Talent Warehouse – A Proactive Tool for Recruitment and Succession Planning