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Week #1 Journal Entry



Week 1: Talent Management: The Big Picture

This week we learned about how competencies, career pathing, and HR technology support talent management. Our first discussion asked us to identify how talent management drives the business forward. Reviewing all posts from classmates, the following items were identified as being imperative in the talent management process:
  • Coaching and feedback
  • Scorecards
  • All employees working toward the same goals
  • Competencies consistent with company culture
  • Hiring for fit
  • Succession planning/Leadership development
Handcock and Harris (2014) discuss how Learning & Development (L & D) in a knowledge economy results in high-performing talent that can give a business competitive advantage. People are often viewed as an organization's greatest asset, therefore it is logical to invest as much time and resources in their development as possible. However, managers are often unprepared and lack direction when it comes to coaching and developing their staff. This creates silos and a breakdown in communication that prohibits an organization from effectively utilizing its resources. HR can assist in this process by establishing leadership programs, providing training, and incorporating continuous feedback into performance management.

For the next discussion, we were placed into groups to research and discuss the many types of HR technology that can be utilized in talent management and development. My group was able to identify 50 different vendors that offer software to manage aspects of HR in the following categories:
  • General/Integrated Systems
  • Manage Learning & Development
  • Predict Needs
  • Evaluate Existing Employees
  • Survey Employees
  • Recruiting
  • Support New Hires
This discussion was helpful as my company will begin researching alternative HRIS companies due to contract negotiations next year. I feel like I am more prepared and know what systems are available, what they offer, and what they might lack. The Software Advice (2015) article outlines the suggested steps to take when selecting new programs and notes critical tasks to be completed to "get smart on the state of the HR software market."

Our assignment tasked us with creating a competency model and career path for our current job position. Competencies help define the behaviors and skills an employee should encompass and are used as a standard to measure job performance. Often these competencies are aligned with the organization's mission, vision, and values. Pick and Uhles (2012) document five characteristics that should be included when developing a competency library:
  • Alignment with strategic goals and culture
  • Definitions
  • Levels of growth
  • Examples of acceptable and unacceptable behaviors
  • Improvement suggestions for growth and development
I reviewed the competency models as outlined by the Society for Human Resource Management (SHRM), the Association for Talent Development (ATD), and Dave Ulrich author of "HR From the Outside In." These models provided a framework for me to build my model and integrate corresponding skills and behaviors. 

Next, I thought about my current position and created a career path for lateral movement and upward growth to a C-suite position. This will be helpful when selecting my short and long term goals as well as drafting my personal development plan. It put into perspective the growth opportunity and different avenues I can take in my career as an HR professional. 

Next week, we will build upon these concepts when we learn about onboarding, engagement, and reviews. 



Handcock, T. & Harris, D. (2014). Preparing learning and development for the future: The           foundational shifts needed to prepare learning and development for the future. Corporate                  Executive Board.

Pick, S. & Uhles, N. (2012). Use a competency library to build a talent management system. The        Public Manager (41)5.

Software Advice. (2015). Ten steps to selecting the right HR software [White paper]. Retrieved from 
http://info.softwareadvice.com/rs/softwareadvice/images/Ten_Steps_to_Selecting_the_Right_HR_Software.pdf

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