7 tips on how best to tackle transformation processes
The future is approaching at breakneck speed. Agilization is therefore becoming increasingly urgent in traditional organizations. After all, the more cumbersome an organization, the more susceptible it is to overtaking. And groundbreaking news comes along every month today.
In times of exponential change, all business models are only temporary anyway. And remodeling is permanent. There are no blanket recipes for this. Rather, suitable procedures must be jointly developed, tested, adapted, further developed, and even discarded as quickly as possible if necessary. And above all, ambidextry.
The talent check – discovering and developing potential
The promotion of young talent in the company, be it apprentices, dual students or trainees, is about developing potential and about the question of which best possible path to take in the company in the future. This poses an enormous challenge, as the young talents sometimes still lie dormant in the corporate context like diamonds in the rough that need to be found and polished.
How can training and HR managers discover these unique gifts and talents? And how do you reconcile these and personal orientation movements with future corporate interests?
Talent management in the midmarket
In recent years, talent management has established itself as one of the most important issues for executives and HR managers. This development does not stop at small and medium-sized enterprises either. Here in particular, finding and retaining well-trained employees is one of the decisive factors in ensuring the company’s long-term competitiveness. But how can talent management work specifically in the midmarket? What special features are there to consider and what can practical measures look like? In our new series of articles, SMEs learn how to attract, identify, develop and retain talent.