Part 1 of this blog series introduced and analyzed some mixed feelings and doubts that we might still have about the noble concepts of talent management and human capital management (HCM), while Part 2 provided some definitions of these two software categories' respective scopes.
No Laughing Matter, Indeed
The discussion so far has ascertained that talent management, as a strategy, requires
free employee performance evaluations
system, combined with occasional free agent acquisitions, seems to be doing well. But it is the astute implementation of performance management and compensation that does the job and closes the loop. Namely, instead of valuing the sluggers’ figures for home runs (HRs, not to be confused with human resources!), stats like on-base-percentage (OBP), number of pitches to strike out at bat, batting average (BA), number of strikeouts, etc., play a much more prominent role in evaluating the player. The same