Posts in the Category: Talent Management
By Patrick Hauenstein, Ph.D.
Posted in - Talent Management on June 6th, 2013
Employee selection is the starting point for effective HR Talent Management. While selection system design is primarily driven by the nature of the position, there are a few basic selection design principles. Here are three …
Read More →
By Patrick Hauenstein, Ph.D.
Posted in - Talent Management on May 21st, 2013
The concept of matching is very familiar to most people today with the proliferation of dating services that rely on this approach. However, there has been a long history of matching approaches that precede profile-based …
Read More →
By Patrick Hauenstein, Ph.D.
Posted in - Talent Management on May 7th, 2013
Pre-employment tests are quite prevalent today. According to a recent survey roughly 86% of companies are using some form of pre-employment testing. However, one must be careful when selecting assessment tools because their quality can …
Read More →
By Patrick Hauenstein, Ph.D.
Posted in - Talent Management on March 19th, 2012
Current talent management software providers simply do not deliver on the promise to enable better talent management decisions.
To date talent management software providers have focused on automating those processes that were seen as being at …
Read More →
By Patrick Hauenstein, Ph.D.
Posted in - Talent Management on September 1st, 2011
The History
Competencies have been around for quite some time now. The history of competencies could be stretched as far back as the 1950’s with John Flanagan’s Critical Incident Technique. McClelland offered a definition …
Read More →
By Patrick Hauenstein, Ph.D.
Posted in - Talent Management on July 29th, 2011
I was talking to a friend recently who recommended I look at a video of a Simon Sinek presentation on the topic of The Power of Why. It was a good recommendation and …
Read More →
By Patrick Hauenstein, Ph.D.
Posted in - Talent Management on March 14th, 2011
In my last post I talked about organizational forces that contribute to unwanted turnover. In this post I would like to talk about strategies for actually reducing unwanted turnover. While there are many possible strategies …
Read More →
By Patrick Hauenstein, Ph.D.
Posted in - Talent Management on February 25th, 2011
As the economy improves, turnover is likely to become a major concern for organizations. Unwanted turnover represents costs that are greater than simple replacement costs. The costs of losing a good performer are greater than …
Read More →
By Patrick Hauenstein, Ph.D.
Posted in - Talent Management on February 9th, 2011
The design of an effective selection system starts with a good understanding of the requirements for job success. This understanding will drive the identification of appropriate selection tools, as well as how results should be …
Read More →
By Patrick Hauenstein, Ph.D.
Posted in - Talent Management on January 26th, 2011
According to Towers Watson’s HR Service Delivery and Technology Survey, “the most pressing HR issue in 2010 remains putting new or improved talent management technology systems in place.” However, the market is moving very slowly. Josh …
Read More →