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We are presenting at the CIPD Conference next week

The CIPD Learning and Development Show is taking place 10-11 May at Olympia, London.

We are delighted to be presenting with our client Babcock International on 'Driving change through early talent development' at the Topic Taster area on Thurs 11 May at 9.15.

We will also be exhibiting on Stand 453, so if you are there, please come and say hello.

If you can't make it, but would like to talk to us, just get in touch.

Register for a FREE place at the CIPD Learning and Development Show

We're looking forward to the next CIPD Learning and Development Show taking place at London Olympia on 10-11 May 2017.

On Day Two, we will be delivering a Showcase session in the Topic Taster Area - click here to read more.

We will also be on Stand 453, so come along and say hello.  See you there.

Who is your talent and how transparently are they managed?

At a recent CIPD event about talent management it was really interesting to hear the vastly different viewpoints and approaches from a relatively small cross-section of organisations.

For example, the extent to which organisations differed in terms of how they defined and approached talent management was striking. Some companies defined all their employees as talent, whereas others had a much narrower definition around people who displayed ‘exceptional potential’. This in itself is not necessarily a problem as long as both the definition, and development plans that sit alongside this, are clear and understood.

However CIPD Research Analyst Ruth Stuart(@RStuartCIPD) made an interesting point when she asked the extent to which this knowledge about talent and talent development is clear and understood across the business or whether this knowledge is known ‘by a few’. For example, is your organisation’s approach one of transparency, or secrecy? Is talent management owned by the business or by HR?

Admittedly there are no rights or wrongs, but obvious influences to which end of the spectrum organisations sit are the size, scale, structure and culture of an organisation. Perhaps the most interesting seam in what is an often widely debated topic, was the impact of different approaches on retention of talent.

One fascinating perspective came from Paragon who, as Investors in People‘Champions’, have a refreshingly open and progressive approach. They see talent management as a whole business initiative. For them effective talent management is championed at the top, advocated and supported by line-managers but  understood at all levels of their organisation. Perhaps no surprise that they can quote an impressive 100% completion rate for their CMI accredited team leader programme.

Next stop.... CIPD annual conference

Come and meet us on stand 284 at the CIPD annual conference and exhibition on 6-7 November in Manchester.

There’s a great line up of sessions including speakers from M&S, Santander, Facebook, innocent drinks, Alliance Boots and we’ll be there to tell you more about our latest UK and international projects.

If meeting us isn’t enough, we’ll also be giving away free pink gerberas!

Look forward to seeing you there.

Key skills for the next 2 years

The CIPD survey ‘Learning and talent Development 2010’ has just been produced.  Amongst many other things it tells us that:  ‘The skills which employers say they need to focus on in order to meet their business objectives in two years’ time are mainly leadership skills (65%), front line people management skills (55%), and business acumen//awareness (51%).

It’s well worth a read and is a free download from