But with unemployment falling for the fourth month in a row, talent retention concerns might make more of an appearance.
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When do employee engagement and CSR move beyond a public relations or talent retention strategy and cross into business growth?
With half or more public companies lacking any formal succession plans, business continuity and talent retention are significant risks that hide in plain sight.
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The Bottom Line: Top talent retention is an expensive proposition.
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The greatest danger relates in the first place to talent retention (top talents are usually the first to leave for more attractive pastures), and in the second place to talent acquisition (why should talented employees join your company?).
They are the ones who look at the huge need for trained management talent and figure out how to provide professional development opportunities for valued employees that produce more employee engagement, skill enhancement for the individuals and reduced costs for the company because of greater talent retention.
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Most of us spend a lot of time thinking about talent recruitment and retention.
Ask yourself, to what extent is the perception of a glass ceiling harming your talent recruitment, retention, engagement and development?
The answer is yes, for one big reason: talent acquisition and retention.
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Consider this: the potential advantages of an individualized approach to treating people are many, but perhaps the most important has to do with talent attraction and retention.
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As noted by The State of Corporate Citizenship in the United States 2009, The Hitachi Foundation and Boston College, a good reputation is increasingly linked to bottom line benefits such as improved sales, license to operate, employee morale and productivity, and retention of top talent.
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And economists would look at retention rate, internal talent migration, and cross training opportunities within the company.
Concern for talent needs to extend well past the recruitment and retention of competence to the availability to perform physically, emotionally and mentally.
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Companies are wasting millions of dollars every year on talent acquisition, when instead they should be focusing on the retention of their top people.
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