Dear All....
Currently in here (Jakarta, Indonesia), Talent Based Human Resources Management (TBHRM) is one of the most "hot topics" regarding HR. Since there's no organization which claimed to implement this system for quite long time to measure its' effectiveness (as far as I know), I wonder if any of you already heard it and got some deep info regarding its' efeectiveness.
From Indonesia, Bogor
Currently in here (Jakarta, Indonesia), Talent Based Human Resources Management (TBHRM) is one of the most "hot topics" regarding HR. Since there's no organization which claimed to implement this system for quite long time to measure its' effectiveness (as far as I know), I wonder if any of you already heard it and got some deep info regarding its' efeectiveness.
From Indonesia, Bogor
Hello Vhian:
>Currently in here (Jakarta, Indonesia), Talent Based Human Resources Management (TBHRM) is one of the most "hot topics" regarding HR. Since there's no organization which claimed to implement this system for quite long time to measure its' effectiveness (as far as I know), I wonder if any of you already heard it and got some deep info regarding its' effectiveness. <
We have been showing employers how to hire for talent since 1991 and the method dates from the 1960s.
Our 50,000+ clients report their ROI for hiring for talent at 300% or above and quite often well above 1,000%.
Hiring for talent is not hard to do but hiring managers are often convinced that it cannot be done.
Bob Gately
From United States, Chelsea
45>Currently in here (Jakarta, Indonesia), Talent Based Human Resources Management (TBHRM) is one of the most "hot topics" regarding HR. Since there's no organization which claimed to implement this system for quite long time to measure its' effectiveness (as far as I know), I wonder if any of you already heard it and got some deep info regarding its' effectiveness. <
We have been showing employers how to hire for talent since 1991 and the method dates from the 1960s.
Our 50,000+ clients report their ROI for hiring for talent at 300% or above and quite often well above 1,000%.
Hiring for talent is not hard to do but hiring managers are often convinced that it cannot be done.
Bob Gately
From United States, Chelsea
Hi Bob
Can u tell me wat are the prospects to get a gud JOB in HR in US.After completing MBA in HR from India..can u pls help me out in this regards.
Pls mail me at
regards,
Amanpreet Bedi
From India, Mumbai
Can u tell me wat are the prospects to get a gud JOB in HR in US.After completing MBA in HR from India..can u pls help me out in this regards.
Pls mail me at
regards,
Amanpreet Bedi
From India, Mumbai
G'day Mr Gately
Thx for your response. I agree w/ your opinion about the "hiring". But when it comes to the issue of People Development, TBHRM emphasis on the "personal need" which is the other way around comparing to CBHRM which emphasis on "organizational need". I found it's quite difficult for organization which already implements CBHRM to change to TBHRM, especially for a large-scale industries such as Mfg. don't you think so ?
Regards,
Vhian
From Indonesia, Bogor
Thx for your response. I agree w/ your opinion about the "hiring". But when it comes to the issue of People Development, TBHRM emphasis on the "personal need" which is the other way around comparing to CBHRM which emphasis on "organizational need". I found it's quite difficult for organization which already implements CBHRM to change to TBHRM, especially for a large-scale industries such as Mfg. don't you think so ?
Regards,
Vhian
From Indonesia, Bogor
Hello Vhian:
>Thx for your response.<
You're welcome and it is my pleasure.
>I agree w/ your opinion about the "hiring".<
Thanks for sharing that.
>But when it comes to the issue of People Development, TBHRM emphasis on the "personal need" which is the other way around comparing to CBHRM which emphasis on "organizational need".<
So true and when employers use both approaches great things happen.
>I found it's quite difficult for organization which already implements CBHRM to change to TBHRM, especially for a large-scale industries such as Mfg. don't you think so ?<
I agree, but it isn't a change to TBHRM but rather TBHRM is added to CBHRM. Employers don't need to change what they do they just need to add another step, i.e., talent identification.
Executives and managers who had bought into the competence approach were convinced that competence leads to job success.
For employees to find job success...
-- talent is necessary, but not sufficient.
-- skills are necessary, but not sufficient.
-- training is necessary, but not sufficient.
-- orientation is necessary, but not sufficient.
-- knowledge is necessary, but not sufficient.
-- competency is necessary, but not sufficient.
-- qualifications are necessary, but not sufficient.
-- effective management is necessary, but not sufficient.
-- successful interviews are necessary, but not sufficient.
Talent is the only necessary condition for job success that employers cannot provide their employees and schools cannot provide their students. Employers must hire talent, see the book "First, Break All the Rules, What the world's greatest managers do differently
Bob Gately
From United States, Chelsea
>Thx for your response.<
You're welcome and it is my pleasure.
>I agree w/ your opinion about the "hiring".<
Thanks for sharing that.
>But when it comes to the issue of People Development, TBHRM emphasis on the "personal need" which is the other way around comparing to CBHRM which emphasis on "organizational need".<
So true and when employers use both approaches great things happen.
>I found it's quite difficult for organization which already implements CBHRM to change to TBHRM, especially for a large-scale industries such as Mfg. don't you think so ?<
I agree, but it isn't a change to TBHRM but rather TBHRM is added to CBHRM. Employers don't need to change what they do they just need to add another step, i.e., talent identification.
Executives and managers who had bought into the competence approach were convinced that competence leads to job success.
For employees to find job success...
-- talent is necessary, but not sufficient.
-- skills are necessary, but not sufficient.
-- training is necessary, but not sufficient.
-- orientation is necessary, but not sufficient.
-- knowledge is necessary, but not sufficient.
-- competency is necessary, but not sufficient.
-- qualifications are necessary, but not sufficient.
-- effective management is necessary, but not sufficient.
-- successful interviews are necessary, but not sufficient.
Talent is the only necessary condition for job success that employers cannot provide their employees and schools cannot provide their students. Employers must hire talent, see the book "First, Break All the Rules, What the world's greatest managers do differently
Bob Gately
From United States, Chelsea
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