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Whitepaper

Merge to Get Ahead: Using Talent Mobility to Align Employee Aspirations with Department Goals

For most of this century and the last, talent management has been the primary domain of HR. Or, more often, it was a joint effort between HR and an organization’s top executives, who were responsible for the succession planning of other executives. But no longer. Today, managers are expected to track, manage, and report on every part of the employee lifecycle within their own business units. And it doesn’t end there. When it comes to retaining your best talent, it also means anticipating their future needs and career aspirations. Employees who don’t have the opportunity to grow, go.For most of this century and the last, talent management has been the primary domain of HR. Or, more often, it was a joint effort between HR and an organization’s top executives, who were responsible for the succession planning of other executives. But no longer. Today, managers are expected to track, manage, and report on every part of the employee lifecycle within their own business units. And it doesn’t end there. When it comes to retaining your best talent, it also means anticipating their future needs and career aspirations. Employees who don’t have the opportunity to grow, go.

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