http://joshbersin.com/2010/04/16/how-and-why-we-must-differentiate-talent/ Josh Bersin's Comments on Enterprise Learning and Talent Management Thu, 19 Apr 2012 15:31:47 +0000 hourly 1 http://wordpress.org/?v=3.3.2 http://joshbersin.com/2010/04/16/how-and-why-we-must-differentiate-talent/comment-page-1/#comment-1584 Maurice Stewart Fri, 14 Jan 2011 12:05:12 +0000 http://joshbersin.com/?p=1835#comment-1584 In order to attract high-performance, isn't the design of a company's compensation and indirect benefit program critical? Why then should a company not spend 3-5% of payroll here? How about current employees? Wouldn't it demotivate them is a company is focussed on looking for high-performance talent externally rather than close "gaps" through training activities? In order to attract high-performance, isn’t the design of a company’s compensation and indirect benefit program critical? Why then should a company not spend 3-5% of payroll here? How about current employees? Wouldn’t it demotivate them is a company is focussed on looking for high-performance talent externally rather than close “gaps” through training activities?

]]> http://joshbersin.com/2010/04/16/how-and-why-we-must-differentiate-talent/comment-page-1/#comment-1582 a_blogger Wed, 12 Jan 2011 21:12:18 +0000 http://joshbersin.com/?p=1835#comment-1582 Great article, and great example with those 40 top performers vs 40 average performers. Any thought on managing also the diversity that might foster strong performance although different working styles? http://projectmanager1.blogspot.com/2010/09/managing-people-diversity.html Great article, and great example with those 40 top performers vs 40 average performers. Any thought on managing also the diversity that might foster strong performance although different working styles?
http://projectmanager1.blogspot.com/2010/09/managing-people-diversity.html

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