Event Details

Talent Management Strategies for Driving Organizational Performance

Results of numerous surveys indicate that the success of any organization is closely linked with workers’

perceptions about how they are being treated and valued by management, and the resulting extent to

which they are committed to and engaged in contributing to the organization’s mission and objectives.

Unfortunately, more than 50% of workers are not highly committed or engaged, mainly as a result of their

dissatisfaction related to leaders’ ineffectiveness in managing and building positive relationships with their

staff members.

Laurie Murphy is the founder and president of PeopleAreKey, Inc., a recruiting and talent management

consulting firm that helps organizations in a wide range of industries to recruit, develop, engage, and

retain high-performing diverse talent, and enhance success in accomplishing key business goals and

objectives.

This program addresses the critical need to enhance strategic talent management knowledge and

capabilities among senior HR professionals (and other leaders), and to align their initiatives and actions

with business objectives to drive increased individual and organizational performance results.

Learning will be focused on creating strategic alignment and impact through key aspects of

hiring/selection, communication/recognition, performance management, and learning/development that

drive engagement and performance. 

Participants will gain valuable ideas and approaches that will help organizations meet or exceed

performance goals for productivity, quality, cost control, profitability, employee and customer satisfaction

and retention, and other key objectives.  Leverage the positive impact for your organization --- Invite other

leaders to attend!

Primary learning objectives:

1. Understand linkages between talent management effectiveness, employee commitment and

engagement, and individual/organizational performance results.

2. Learn multiple strategies in key areas of talent management to help enhance the positive impact that

HR and other leaders can create related to individuals’ engagement and organizational success. 

3. Identify actions needed to reduce the likelihood and adverse consequences of employee

disengagement, undesirable staff turnover, reduced productivity, and other related preventable

organizational losses/costs.