The Conference Board uses cookies to improve our website, enhance your experience, and deliver relevant messages and offers about our products. Detailed information on the use of cookies on this site is provided in our cookie policy. For more information on how The Conference Board collects and uses personal data, please visit our privacy policy. By continuing to use this Site or by clicking "OK", you consent to the use of cookies. 
Best Practices and Processes for Maximizing the Impact of Talent Decisions: Insights from The 2015 Talent Management Strategies Conference

Continuing the new role of HR as an integrated part of a company's business strategy, talent management leaders are not only using talent to fulfill that strategy, but building off it to create their own strategies. This along with the following points are highlights from the The Conference Board 2015 Talent Management Strategies Conference:

  • Talent is also a way to drive culture change and transformation.
  • Nowadays it is a career lattice rather than a career ladder.
  • Create development plans and a development philosophy for the other eight boxes in the nine-box model.
  • Be innovative in thinking of ways to close skill gaps. Talent may not always be the best solution.
  • Develop your people into the talent you need. People learn best from experiences and stretch roles. Rotational assignments, technical training, and international travel are all ways to expand the skill base.
  • Partnerships with a university can be a good tool to develop your workforce.
  • Development programs, open communication, and advancement opportunities all play a role in boosting employee engagement, which can drive productivity.

This KeyNotes also provides suggestions for engaging millenials, eight things companies that excel in engagement have in common, how to measure executive presence, and ways to manage high potentials.

Support Our Work

Support our nonpartisan, nonprofit research and insights which help leaders address societal challenges.