A New Talent Management Framework

4 Responses

  1. • Interesting perspective, Josh. We’re thrilled to see the emerging alignment (if not collision) between compensation, benefits, and talent to advance the Total Rewards agenda. See a recent post by Rob Mattson on this front: http://www.workscape.com/blogs/blog1.php/total-rewards-arent-just-a-piece-of-paper. Dare I ask, absent what Pink writes, is the next iteration of P4P some notion of talent/rewards based benefits purchasing power, vis-à-vis , HiPos receiving additional ‘flex’ credits to purchase more benefits?

  2. Compensation Planning enables complete planning and management of all types of compensation programs including salary, merit increases, market adjustments, lump sum payments & other discretionary pay components.

  3. I represent BCM Consulting, a firm doing similar work in South East Asia.Please pass my interest in yr org to Mr. Bersin. i am interested in discussing collaboration in certain areas
    Regards, Amarjit

  4. Kathy Clevenger says:

    Question: we are trying to better understand and utilize this framework. Are the initiatives under each component, meaning Deep Specialization under Learning & Capability Development already defined? When we talk about this model, we get caught up in the weeds of what do we mean by Learning Agility and Deep Specialization and so on.