The Talent Management Brief of the “Future of CIO” Oct. 2015

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People are always the most invaluable asset in businesses. “Hiring the right person to the right position at the right time,” is the mantra of many forward-thinking organizations. The question is how would you define the right people? How do you define wrong, average, mediocre, good, great or extraordinary person? Or put simply, for what should they be right?
The Hot Debates of the“Future of CIO” Blog Oct. 2015How to Embed Leadership Development in Talent Management? Leadership development is one of the biggest challenges facing businesses today because leadership is about change. Leadership is both nature and nurtured, some can be trained, some can not. Leadership is also about values and beliefs, future and direction; discovery and dedication, how can you embed leadership development in cultivating high potential talent to achieve career success and growing a business from built to last and good to great as well?
How do you take long term view for workforce performance? Performance Management is a significant management discipline in the business system. It’s the management practice that does not have hard coded programming like other business systems but directly drives corporate mindset, attitude, and behavior. How to drive workforce performance? Is it a one-time thing or continuous effort, how to reward strong performance consistently? Do you only measure performance quantitatively, or how to measure it qualitatively, in order to improve corporate culture and building a high-performing and high-mature organization?
Can your Culture Help People Become Who They Are? There are many different perspectives of culture presented along with diverse ways and means of dealing with it. At high-mature digital organizations, culture management, talent management and performance management have been integrated into a holistic people management approach. What's your culture readiness, how shall you assess culture? Is one of the goals behind building a great culture about whether your culture can help people become who they are, to create synergy and accomplish the business purpose?  
Can HR Navigate Digital Disruption via Deploying Talent Management Analytics: Disruption is often defined as 'an event that results in a displacement or discontinuity,' 'disturbance or problems that interrupt an event, activity, or process,' and you easily see that events, activities, or processes have impact on other events, activities, or processes. It is a constant condition of change. Nothing stays the same. The rest is a matter of degree, not a question of whether it's changed or not. Does change beget change? Can HR lead organizational changes by navigating the digital disruptions and deploying talent management analytics?
What is Attitude? We all have been using this word ATTITUDE so frequently that we take it granted that we can define attitude perfectly, but when we have to put in writing, it appears to be quite difficult. The simplest definition of 'Attitude' would be one's "Settled Mode of Thinking": Attitude manifests itself through one's behavior. It can be changed for sure only if one is willing to accept and give 100 percent to changing oneself. It's a process one will have to go through and takes time. All this is at a time when it is difficult to understand between right and wrong, and thereafter from the choices one makes. Basic nature too plays a role. Perhaps we can add belief about oneself into the mix. How we feel inwardly about ourselves contributes to the overall way we handle our personal interactions with others. Our subconscious judgments about who we are in the sense of a personality and mindset.
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