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1. Introduction
2. Objectives
3. A simple business model (1)
4. A simple business model (2)
5. Talent is important
6. Talent management functions
7. Employee engagement defined
8. Engagement versus satisfaction
9. Engagement matters
10. Engagement drivers
11. Most important drivers
12. Differentiation is critical
13. Differentiating career tracks
14. Performance versus potential
15. Engaging top talent
16. Defining and differentiating potential
17. Learning agility
18. The need for learning agility
19. Workforce and succession planning
20. Where do we learn what is important?
21. Top talent generalists (Hi-Pos)
22. Top talent specialists (Hi-Pros)
23. Emerging talent (early career)
24. Strategic and difficult: royalty positions (1)
25. Strategic and difficult: royalty positions (2)
26. Strategic and difficult: royalty positions (3)
27. Creating talent pipeline for a royalty position (1)
28. Creating talent pipeline for a royalty position (2)
29. Tasks, jobs, and organizational charts
30. Importance of organization design
31. Organization design: standard considerations
32. Implications for talent management
33. Summary
34. Thank you

Topics Covered

• Importance of employee engagement
• Impacts on organizational restructuring
• Research-based drivers of engagement
• Suggestions for leveraging engagement drivers during restructuring
• Differentiation of talent
• High potential talent
• High professional talent
• Emerging talent
• Learning agility
• Implications of organizational design schemas for talent management

Links

Series:

• Corporate Restructuring and Downsizing

Categories:

• Management, Leadership & Organisation
• Technology & Operations

Talk Citation

Publication History

• Published on June 2, 2014