Talent Managing Takes On Fresh Urgency Article

Settlement & Benefits Review http://cbr.sagepub.com/

Talent Supervision Takes On New Urgency

Bill Leisy and Dina Pyron Compensation & Benefits Assessment 2009 41: 58 originally published on the web 30 March 2009 DOI: 10. 1177/0886368709334323 The online variation of this article can be found: http://cbr.sagepub.com/content/41/4/58. citation

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compensation functionality management

Ability Management Takes On New Desperation

Bill Leisy Principal Dina Pyron Spouse Ernst & Young LLP

In a difficult global economy, organizations need a renewed focus on talent administration. hen a lot more than 150 global executives coming from Fortune a thousand companies had been canvassed in Ernst & Young's 2008 Global HOURS Risk Survey, the executives were asked, " Which in turn area of recruiting risk provides the greatest effect on your organization? And your wisdom, which part of HR risk is most likely to happen at your corporation? ” In both instances, the risk area cited usually, by significant margins, was talent management—an organization's power to recruit, develop, engage, maintain and move its workers. Sixty-five percent of participants said risk related to skill management provides a high or perhaps very high influence at their organization. Forty-two percent stated such risk has a very high or excessive likelihood of taking place.


with the unpredictability of human behavior. But you will discover other, even more contemporaneous makes bringing talent management for the forefront of today's recruiting (HR) risk concerns–forces which include the ongoing turmoil in financial and economic marketplaces, changing business strategies and ups and downs in recruitment and retention. As well at enjoy is the ageing workforce, which in turn requires companies to concurrently manage older workers although attracting Style Y talent, typically understood to be people created between 1982 and 93. And then there is certainly globalization, a mighty push indeed. Numerous organizations at this point viewing everyone, not just a sole country or region of the world, as the milieu by which they perform business, handling talent suitably is a progressively complex and critical objective. To compete globally, a company must carry out numerous mega-processes, including • effectively take care of a powerful and diverse workforce that is dispersed all over the world, • abide by a maze of evolving tax, migration and other laws and regulations, • maintain accurate and responsive HOURS data credit reporting,

New Relevance

It might be all-natural to assume that the Ernst & Young survey effects primarily reflect recognition

Keywords: talent managing; HR risk; business risk; globalization

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DOI: 12. 1177/0886368709334323

Payment & Benefits Review

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compensation functionality management

• address significant business and talent management differences between mature vs . emerging marketplaces, • cope with rising global labor costs in the face of a diminishing way to obtain skilled and semiskilled labor in appearing markets, • ensure that expertise management applications are integrated and regularly applied to let employees around the world to be fully utilized, develop their occupations and experience a part of one particular organization, • identify, develop and maintain future business leaders around the world, • improve consistency, where appropriate, of worldwide HR policies and employee advantage programs....