Omni Leadership

Displaying 1-8 of 8 results

  • White Papers // Mar 2011

    Common Employee Selection Tools: Trends And Recommendations

    Employee selection is the starting point for effective Talent Management. A strong employer brand can be a true competitive differentiator for an organization. Building a strong brand starts with being concerned with the candidate experience during the selection process. The initial experience of the candidate during the selection process is...

    Provided By Omni Leadership

  • White Papers // Sep 2010

    Talent Management Redefined

    In order to improve Talent Management effectiveness, you need to establish a system of record for talent assets that includes proven and reliable talent measurements related to successful performance. Sadly, the concentration on process automation has neglected generating the talent measurements needed for effective talent decision-making. Once a talent system...

    Provided By Omni Leadership

  • White Papers // Jul 2010

    The Science Of Finding The Right People

    Current methods for effectively identifying external leadership talent and placing them successfully into leadership roles are both inefficient and ineffective. The mechanisms for evaluating "Fit" in the leadership job market are seriously flawed and supply and demand forces are only going to exacerbate those market problems. Companies are definitely feeling...

    Provided By Omni Leadership

  • White Papers // Jul 2010

    Are We Realizing The Value Promise Of Performance Management?

    Performance Management is often portrayed as the most strategic of core talent management processes. It has captured the attention of C level leaders with Focus all employees on priorities and maximize individual productivity, Provide a foundation and process for improving the overall capabilities of organizational talent, Align individual efforts with...

    Provided By Omni Leadership

  • White Papers // Jul 2010

    In The "War For Talent", Employers Are Their Own Worst Enemy

    The Bureau of Labor Statistics estimates that there will be 10 million more open positions than available workers in 2010, and the former Employment Policy Foundation (EPF) projects that this gap will grow to 35 million by 2030. The EPF also projected occupations requiring post secondary training or a college...

    Provided By Omni Leadership

  • White Papers // Jul 2010

    What Do We Really Know About The Employment Interview?

    The employment interview has been around for a lot of years and has been researched scientifically for at least 90 years. Many reviewers have reviled the interview as subjective, biased, and little better than flipping a coin to make selection decisions. Never the less, most line managers feel that they...

    Provided By Omni Leadership

  • White Papers // Jul 2010

    Unlocking The DNA Of Potential

    High Potential is defined as having a high likelihood of advancing one or more levels in the organization. It is a predictive measure of being able to successfully navigate transitions across leadership levels. While the definition of potential may be relatively well understood, an accurate measurement of potential is not....

    Provided By Omni Leadership

  • White Papers // Jul 2010

    Succession Management: What's Missing?

    Too often, organizations naively feel that they "know" their leadership talent and key roles and can make accurate subjective determinations of "fit" and "readiness" of potential successors for key roles. There are limited attempts to bring in objective data beyond personal observations and opinions. These practices have resulted in high...

    Provided By Omni Leadership

  • White Papers // Jul 2010

    In The "War For Talent", Employers Are Their Own Worst Enemy

    The Bureau of Labor Statistics estimates that there will be 10 million more open positions than available workers in 2010, and the former Employment Policy Foundation (EPF) projects that this gap will grow to 35 million by 2030. The EPF also projected occupations requiring post secondary training or a college...

    Provided By Omni Leadership

  • White Papers // Jul 2010

    The Science Of Finding The Right People

    Current methods for effectively identifying external leadership talent and placing them successfully into leadership roles are both inefficient and ineffective. The mechanisms for evaluating "Fit" in the leadership job market are seriously flawed and supply and demand forces are only going to exacerbate those market problems. Companies are definitely feeling...

    Provided By Omni Leadership

  • White Papers // Jul 2010

    What Do We Really Know About The Employment Interview?

    The employment interview has been around for a lot of years and has been researched scientifically for at least 90 years. Many reviewers have reviled the interview as subjective, biased, and little better than flipping a coin to make selection decisions. Never the less, most line managers feel that they...

    Provided By Omni Leadership

  • White Papers // Jul 2010

    Are We Realizing The Value Promise Of Performance Management?

    Performance Management is often portrayed as the most strategic of core talent management processes. It has captured the attention of C level leaders with Focus all employees on priorities and maximize individual productivity, Provide a foundation and process for improving the overall capabilities of organizational talent, Align individual efforts with...

    Provided By Omni Leadership

  • White Papers // Jul 2010

    Unlocking The DNA Of Potential

    High Potential is defined as having a high likelihood of advancing one or more levels in the organization. It is a predictive measure of being able to successfully navigate transitions across leadership levels. While the definition of potential may be relatively well understood, an accurate measurement of potential is not....

    Provided By Omni Leadership

  • White Papers // Jul 2010

    Succession Management: What's Missing?

    Too often, organizations naively feel that they "know" their leadership talent and key roles and can make accurate subjective determinations of "fit" and "readiness" of potential successors for key roles. There are limited attempts to bring in objective data beyond personal observations and opinions. These practices have resulted in high...

    Provided By Omni Leadership

  • White Papers // Sep 2010

    Talent Management Redefined

    In order to improve Talent Management effectiveness, you need to establish a system of record for talent assets that includes proven and reliable talent measurements related to successful performance. Sadly, the concentration on process automation has neglected generating the talent measurements needed for effective talent decision-making. Once a talent system...

    Provided By Omni Leadership

  • White Papers // Mar 2011

    Common Employee Selection Tools: Trends And Recommendations

    Employee selection is the starting point for effective Talent Management. A strong employer brand can be a true competitive differentiator for an organization. Building a strong brand starts with being concerned with the candidate experience during the selection process. The initial experience of the candidate during the selection process is...

    Provided By Omni Leadership