| Everyone has heard bleak economic news. Consider: USA housing
values lost about USD2 trillion in 2008; Wall Street and American
automakers are in financial trouble; and big USA banks are nearly
bankrupt. Consumer confidence in the USA reached an all-time
low in December 2008. The Dow Jones Industrial Average dropped
36 percent in 2008, the worst record since the drop of 40.6 percent
during the Great Depression of the 1930s. The USA economy lost
more than 530,000 jobs in November 2008 alone, the worst month
since December 1974, and nearly 2 million people lost their jobs
in 2008. Unemployment in the USA stands at over 7 percent, the
highest level in 15 years. Nor is the bad news limited to the USA
alone. Stock markets globally have plummeted throughout 2008.
In the UK, stocks dropped nearly 34 percent throughout 2008; in
Germany, 42 percent; in Japan, nearly 44 percent; in India, down
nearly 54 percent; in China, down nearly 66 percent; and in Russia,
down nearly 67 percent. Worldwide, the problems that afflict the
USA are playing out elsewhere. With all the bad financial news,
it is easy to postpone thinking about long-term investments.
Experts of many stripes caution against making that mistake.
And that is especially true of talent management. While the HR |
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| department has an important role to play in talent management,
daily development rests in the hands of each worker’s immediate
supervisor. Some managers claim they don’t have the time to
do that. But the reality is that excellent managers know how to
“juggle” – that is, get daily work out of their people while also
developing them for future responsibility. |
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| This workshop will focus on what managers should do every day
to manage talent even during an economic slowdown. |
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| Objectives |
| Upon completion of this workshop, participants will be able to: |
- Define talent and talent management
- Explain the role of various groups in attracting, retaining and
developing talent
- Describe clearly what managers should do on a daily basis to
attract, develop and retain talent
- Review barriers that managers face in acquitting their daily
roles in talent management – and what can be done to
overcome those barriers
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