Tag: "talent management"

HR LeadersTalk: Tracey Arnish, CPHR

Tracey Arnish, CPHR is the chief people officer with Coast Capital Savings Credit Union. Coast is the largest credit union by members in Canada has 1,600 employees serving the financial well-being of 532,000 members through 52 branches in BC.

What is the primary benefit of talent management done well?

CPHR BC & Yukon members respond to the question, “What is the primary benefit of talent management done well?”

One Page Talent Management: Eliminating Complexity, Adding Value

In answer to the burdens of complexity and the current business landscape, authors Marc Effron and Miriam Ort go the very human heart of the issue in their book One Page Talent Management: Eliminating Complexity, Adding Value. In building their case for a simplified and effective model of managing talent, the benefits of “basics” are brought home.

Investigation is the New Arbitration

Beware the misuse of the due process tool in your workplace management toolbox.

Co-Creative Conversations: Leading, Motivating and Evaluating with Excellence

By Sasja Chomos When I ask leaders if they are having regular conversations with employees, they inevitably say, “Of course! I talk with my staff all the time.” While there is no doubt that multiple communications happen on a daily basis, the real question becomes: are leaders having the right kinds of conversations that lead […]

A Tale of Two Economies: Leveraging Regional Immigration to Enhance Growth

Two factors will largely determine the future trajectory of economic growth in British Columbia: productivity performance, and the extent to which the labour force expands over time.

The Art and Impact of Influence

Leadership is very much an art form and its skills include the art of influencing others. Since there is definitely a creative element to affecting human behaviour, influencing is much more an art than a science. And while there is a science to be gleaned from great leaders, the plethora of words which surround them are uniquely emotive: committed, focus, belief, courage, understanding, action-oriented, adaptability, experience, passion, trust, vision, and resolve. All of this is integral to influence.

Moving Beyond the Annual Review

When Deloitte realized that their firm was spending two million hours a year on filling in forms and discussing performance ratings, it became a primary catalyst for the complete overhaul of their performance management system; this moved them from a focus on the past with most discussion around rating past performance to a concentration on the future—on peoples’ careers, performance and aspirations.