There’s no shortage of virtual team building blogs available (we even wrote one at the beginning of the pandemic!). From tips and tricks to boost communication to fun ways to celebrate and sip a coffee or cocktail with your teams, by now companies are up and running with supporting their teams remotely.
Effectively attracting, harnessing, and deploying the talent within your company is always essential, but it’s especially crucial in times of uncertainty. At Plum, we know you’re concerned about how to manage your talent needs, from hiring and workforce planning, to saving money. That’s why this latest blog post is designed to help you move your talent programs forward during the unprecedented time we’re all living in right now.
Plum's CEO Caitlin MacGregor originally published this blog to SAP's Digitalist Online Magazine.
Key to her success as an actress, producer, and director, says Amy Poehler, is one hard and fast hiring rule: Don't hire or promote talented jerks.
In the future of work, talent management teams will need to get their hands on predictive data to make the best talent decisions.
Since we live and work in an increasingly global marketplace, talent professionals are facing a new challenge – discovering a universal method to hire, promote, and develop talent from different countries and different cultures.
These days, many organizations dismiss competency models as outdated, static, and unable to scale. The truth is, these misconceptions often deter organizations from benefiting from the predictability and scalability that competency models can provide (when used correctly, that is).