Talent Management – What HR Should Have Done

By Michelle Malay Carter on September 23, 2008 

In last week’s post, Performance Evaluations, Rating Scales and Fraud, I discussed a manager who had a performance review returned to him from HR. He was told by HR to lower the ratings he gave his stellar employee because, “You can?t rate every line item a 5 out of 5”.? In other words, he was […]

Filed Under Accountability, Employee Engagement, Executive Leadership, Managerial Leadership, Requisite Organization, Talent Management, Work Levels | Comments Off on Talent Management – What HR Should Have Done

When To Overhire – An Exception to My Rule

By Michelle Malay Carter on May 12, 2008 

Talent Pipeline Development My posts last week on over hiring stirred many comments. Thank you! Bloggers love comments. And you, my astute readers, sniffed out the one instance when you might choose to over hire – when you are preparing for growth. A Conscious Choice not an Ignorant One However, overhiring as a conscious choice […]

Filed Under Corporate Values, Employee Engagement, High Potential, Managerial Leadership, Organization Design, Requisite Organization, Strategy, Succession Planning, Talent Management, Work Levels | 5 Comments