 The War for Talent is alive and well and will continue to be a daunting challenge for American business over the next decade. Demographers predict that by the year 2010 there will be only 44 million Gen Xers to replace the 77 million Baby Boomers who will be retiring.
Leaders of well-led companies know the top three reasons that talented people choose to remain with their employers: the quality of the relationship with their immediate supervisor, involvement in meaningful and challenging work, and opportunities for on-going professional development. Businesses that invest in developing their employee talent avoid the expense and disruption of turn-over. Moreover, an investment in talent development insures seamless customer service, on-going innovation, and superior teamwork!
One of our differentiators at Flynn Heath Holt our Talent Assessment Process. Together with our clients, we conduct a Talent Assessment in which the client identifies the current level of performance and potential for all leaders in the organization. The result of this process is an organizational plan which identifies recruiting needs, succession strategies, individual development plans, retention strategies, and performance problems to be addressed.
We believe that the best way to Develop Employee Talent is a long-term holistic approach which includes a variety of methods, some of which are:
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