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Comprehensive research, proven strategies, and business-driven talent management solutions
for HR and Training executives.
Based on Bersin & Associates analysis of more than 1 million data elements from 700+
"The Bible of Today's Corporate Talent Management solutions."
Overview and Methodology:
This 400+ page breakthrough research study is one of the industry's most comprehensive in-depth study of trends, best-practices, and industry solutions in corporate talent management. It clearly identifies how to best apply talent management programs, processes, and systems for the greatest business impact.
This research program studied more than 760 organizations business, talent, and HR processes and includes in-depth analysis of 62 best-practice processes, in eight functional areas:
Using Bersin & Associates WhatWorks® research methodology, we analyzed
more than 1 million data elements to identify key business drivers, trends,
and best practices. We also interviewed 55 Vice-Presidents and Directors of
HR to develop specific examples and case studies throughout this report.
- Workforce planning
- Performance management
- Competency management
- Leadership development
- Succession planning
- Learning and development
- Talent Management software systems.
This groundbreaking research study is designed to give corporate HR managers
and executives specific, actionable recommendations which deliver high-impact
business results. Readers will find dozens of clear, easy-to-apply examples they
can immediately apply to their organizations.
Click here to download table of contents, here to order.
Listen to Study Overview:
Key Topics Covered in this Research:
The Corporate Talent Challenge
This research shows how demographic, business, and industry-specific issues
have created the need for corporate talent management - how the workforce
is changing, where workforce shortages exist, and how corporate demographics
are driving shortages in critical talent areas. It then shows how the
top 8 talent challenges in today's corporate environment affect each industry
and HR as a whole. This research
will help you clearly understand why talent management is not just a "new
HR, but a business imperative with very different challenges in each industry.
The Business Drivers of Talent Management
This research breaks down
the business drivers and talent drivers by industry, covering 20 different
industry segments. It analyzes the top 3 business
issues in each industry, the top talent-related challenges in each industry,
and then shows the linkage between business drivers and talent management solutions. It
helps readers understand specifically how to tie talent management solutions
to specific business problems such as the shortage of mid-level managers,
rolling out new products, mergers and acquisitions, and 8 other business
Defining Talent Management
Through this research we identified the specific HR functional areas and
problems which define the term "talent management." We describe
how this definition is changing and we developed a graphical, color framework
which organizations can use to help organize and define talent management internally. This
framework, the High Impact Talent Management Framework®, is described
Click Here to view the High Impact
Talent Management Framework.
How Talent Management Transforms
the HR Function
Our research pointed out many transformations which are
taking place within HR. This report highlights these transformations and gives
HR managers guidance and examples for building a roadmap to the development
and implementation of an integrated talent management strategy.
In Depth Analysis of 62 Key Processes in 8 Areas
The 22 High-Impact Talent Management Processes: Where to Focus
studied the maturity and implementation of 62 processes in the 8 areas shown
above. This benchmarking research helps organizations understand where they
fit against industry trends and better understand how these processes may be
implemented in your organization.
- High Impact Sourcing and Recruiting ( 7 best practice processes)
- High Impact Performance Management ( 7 best practice processes)
- High Impact Competency Management ( 7 best practice processes)
- High Impact Learning & Development Leadership Development ( 12 best
- High Impact Leadership Development (5 best practice processes)
- High Impact Succession Planning (13 best practice processes)
- High Impact Workforce Planning. (6 best practice processes)
- High Impact HR Systems ( 7 systems)
These 62 areas represent
a lot of potential areas to focus. Our research
correlates these 62 processes against 16 different impact measures to identify
the top 22 processes and systems which drive the highest level
of impact. This part of the research will help HR managers and executives
clearly decide "where
to focus" on
the implementation of a talent management strategy and specific solution.
New HR Organization and Governance Models
Integrated talent management
is breaking down the traditional silos in HR. This study examines how key companies
are breaking down these silos and gives managers and executives examples of
how to reorganize HR to create integrated processes and more business-driven
The research also specifically studied the issue of governance: who
owns and governs the talent management process? It helps organizations understand
how to establish a high-impact governance model to make sure talent management
solutions are designed, implemented, and maintained with high levels of success
The Impact and Implementation of HR Systems
The Future of Talent Management
We specifically analyze
the adoption, maturity, satisfaction, and business impact of the following
HR systems used by respondents in this research include: ADP,
Authoria, Cornerstone, ExecuTRACK, GeoLearning, Halogen Software, HRsmart, Integrated Performance System, JD Edwards, Kenexa, Lawson, Learn.com, Oracle, Pilat HR Solutions, Plateau, Saba, SAP, Sage ABRA, SilkRoad, Softscape, SuccessFactors, SumTotal, Taleo, Technomedia, TEDS, Ultipro, Vurv, Workstream.
- Recruiting - applicant tracking
- Performance management
- Succession planning
- Learning management
- Compensation management
- Payroll and HRMS systems
- Integrated Talent Management suites.
The research looks into the future of
integrated talent management and how organizations will likely evolve and mature
their solutions into the future.
Additional Actionable Research on Succession Planning, Leadership
Development, Performance Management, and Competency Management:
This report also includes four
in-depth additional research reports which give specific examples of best-practice
talent management solutions. These include:
- Talent Management and Succession Planning at Textron:
An in-depth study of Textron's integrated leadership development and succession planning process, developed during Textron's turnaround.
- Leadership Development at Northshore Long Island Jewish Healthcare:
An in-depth review of best-practices in leadership development at one of the country's best-run, fastest-growing, most profitable regional healthcare networks.
- Performance Management at Cathay Pacific:
An in-depth study of the world's "Best-Rated Airline" and how Cathay Pacific
implemented an automated performance management solution which transformed
- The Role of Competencies in Driving Financial Performance:
A comprehensive review of best practices in competency management among financial services, retail, manufacturing, and high-tech manufacturers.
© Bersin & Associates, 2012
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