Leading authors are writing about it; conferences are featuring it; and many are calling on corporations to report on it. The triple bottom line-people, profits and planet-has unofficially become a leading indicator. Rather than being measured solely on profitability, companies, and their customers, are increasingly adopting “the three pillars” to define business success.

The term “triple bottom line” was first used in 1989 by sustainability consultant John Elkington to define business success, and has since become a common term, although not well understood. It measures performance in three ways: by social, economic and environmental factors. This means successful organizations must demonstrate good working conditions for employees, commercial success and environmental responsibility. Increasingly, companies that pay attention to the triple bottom line see a sustainable competitive advantage-and it begins with talent management.

Leading to greater profitability

As Pete r Drucker aptly put it, “Management is about doing things right – but leadership is about doing the right things.” The triple bottom line is about doing the right things, beginning with how you treat your employees. Treating employees right means several things in triple-bottom-line parlance, including:

•Paying a fair “living wage,” a minimum hourly wage that would afford a reasonable standard of living
•Providing healthcare, profit sharing, ongoing training and openly addressing employee needs as they arise, such as eldercare and childcare
•Awarding bonuses only after triple-bottom-line goals are met in all areas
•Linking manager’s pay with sustainability and staff well-being as well as performance (as more companies are beginning to do)
•Creating a healthy work environment
•Giving back to the community at large

Increasingly, employees (and customers) want to be involved in something that makes a difference; and that means leaders must engage employees in something larger than company profits.

In a 2007 Center for Creative Leadership survey, researchers found that 73 percent of leaders surveyed reported that the triple bottom line is important to organizational success, and 87 percent agreed that it will be increasingly important in the future. Corporate leaders with a triple- bottom-line vision believe that three competencies are important in engaging their organizations in sustainable thinking: a long-term view, communication, and influence. Using these competencies to increase employee engagement, these leaders feel their organizations can benefit from increased revenue and market share, employee retention and community support. Read the rest of this entry »

If you become a talent manager with the added boost of already having had many years of experience in the field, then you’ve got it “made in the shade” as they say. Without it, you’re starting new and on your own… but you can still gain the benefit of such, and it isn’t very difficult to accomplish, either. What you need to do is to locate someone who has done this all before, who is willing to teach you all that needs to be known, and then you’ll have a resource for a wealth of knowledge on what to do, what not to do, as well as all of the whys and the hows. But where can we find such people?

There aren’t a million of them out there, but there’s also not a complete lack of them. Many who have been doing this sort of thing for much of their lives have after their successful careers decided to move on to mentoring those of us out there who hope to become a talent manager. Such people are the ones to seek out if you want to benefit from many experiential years of accumulated wisdom in this field while you yet have none of your own.

If you’re looking to become a talent manager with the benefit of the wisdom of years in the field, the best and easiest way to seek out these potential mentors seems to be to search for them online through the internet. There are apparently some out there who are offering their mentoring services in this field, and they offer an invaluable wealth of knowledge and wisdom which can only come from experience. Read the rest of this entry »

Nowadays experts believe that every person has unique talent in him or her and if the person finds a job suited to his talent, he can flourish and accomplish his career dreams. Talent management helps recognize these talents and traits and also assists the person find the most appropriate job. Also, many companies provide this work to the HR department so that the candidates are given respective departments. Talent management is beneficial for the candidates and the organization both.

The organization gets the benefit through increased productivity and competence. It gets better association between efforts of the individuals and the objectives of the company. The employees that are valued try to dedicate their working hours and offer increased efficiency as well. Talent management helps in higher motivation and commitment. It helps candidates in their respective career development.

The human resource department has to work hard on this matter, as they have to constantly monitor the candidates and place concerned employees to the relevant department and sectors. There are many factors that are being taken care of. But if the placement is right, it offers immense profit to the company not only in matters of monetary benefits, but also helps it stand in the competitive world. The candidates get experience and knowledge in different fields as well.

Many renowned companies are providing business leadership coaching so that the talent and skills of candidates are developed and enhanced. These help the organization in handling the candidates in the right way to increase productivity and capability. These business leadership coaching not only helps the candidates learn about their talents, it helps them take right decision in difficult situations. These coaching techniques help the organization find out their exact position in the market. Read the rest of this entry »