Linking Talent Management Initiatives to the Bottom Line
large and small businesses have integrated talent management to some degree. But before a Human Resources ; professional management can take advantage of initiatives that talent within an organization, it must be very clearly the impact of these initiatives in the bottom line. Without recognize that create challenges and potential problems, not solutions and action plans could be wasting most talent management is unsuccessful, the money of the organization and the valuable time, the Human Resource Manager may not have.
Bouvier Williams, Vice President Talent Management, MTV Networks, shares how he has the talent to benefit management through a series of marks while linking initiatives, the organizational needsâ? and the actual impact it has shown in the bottom line.
within your company, you have to create a base large enough fame to a large pool of working performance. As Vice President of Talent, how each brand in terms of talent management?
MTV Networks, we have many brands such as Spike TV, Comedy Central, Nickelodeon and TV Land, each of these brands or channels, is quite different. What we are trying in the function of talent management is to be done to give some time understanding the needs of each of these brands, departments and enterprises and ensure that the solutions we provide meet the needs. So when we learn about the management or development of leadership qualities, a level that we are under common themes about the company in terms of needs. On the second level, we try to, methods of finding work in the individual companies, but also the necessary flexibility, based on the structure, strategy and resources available to them.
What are your biggest performance problems and talent management?
When I talk to my colleagues in this business and this occupation, everyone is tense, because right now, what happens in this economy. Resources are scarce, and our challenge MTV Networks, a look at talent management is the ability of limited resources and somehow transform them into creative solutions for our customers, which is the whole society. What I think will help us to meet these challenges, spend much time trying to identify suppliers we can partner to meet these needs. I spend too much time when I’m with my organizational development, learning and talents of our colleagues in the management of sister companies. MTV Networks is owned by Viacom, so it BET, Paramount movie, etc. What we are trying to do is not reinvent the wheel. Timea I forget? To learn a long time talking with my colleagues in these companies and my colleagues on the seas and try what works now with respect to a program or process. And if ATI? S on the basis of the great idea, wherever you are. This helps us to attempt the challenge of implementing programs and processes that work for our customers at MTV Networks.
What are your priorities in terms of the functional areas that you spend the most time and why?
Although Wea? have for every company, each channel MTV, as a customer. No one is more important than the others because everyone contributes to the net. If we could spend more time an area in which we want to test or testing process. For example, we implemented a new management program and that what we have done is, rather than drive suddenly Wea? The pilots were selected in all of MTV Networks. Then we went to our sales activities in our group, our marketing group and identify those areas where we can share through this new training content and materials, and collect feedback. So if we are looking to pilot or test a new program, we will dive in on a particular company.
What are your initiatives that may impact on your results?
Well, it’s always a challenge in terms of what we do and see the connection between education and development efforts and the efforts of our first conclusions. What I want to say is that if we see an immediate return, is greater use of time. To give an example, if we educate managers on how to give effective feedback when we teach them the tools to coach their staff, the immediate return that these executives received a gift of time. After equipped with tools they can prove this new-found abilities and skills to itâ? S less time for them to focus on issues of particular species and they are a strategic focus on the things about their business. So much the better, I’m talking to you the information, for example, the more becomesâ? It doesn? T believes that a lot of time and it frees you to do things that you need to make successful business. And it freed me to take a more active stance to Whata? S before that will affect my business.
Where do you see out your learning organization for the next 18 months?
For us, we will spend much time on return on investments in education and training and organizational development initiatives. I am a great belief that if you look at a process, you should ask yourself what will be the return to activity. So we want to measure a better metrics to create our efficiency. We will also have a look how we can use the technology. We can use technology to implement efficient solutions in our company. Nobody has time to get the value of a day or full-day program of workshops or more. So, using mechanisms such as podcasts, we do know where we are in the form of webinars, information and share content and connect people in all regions and even around the world. While we use intelligent technology, and meet my team, take a look at the next 12 to 18 months, which is the last order that we can benefit.
As a professional talent management, which keeps you awake at night?
I’m always at night in a bad way, but when I think about the future of new trends in the economy “???? This is done in industry, business, ATI? s not so much that it keeps me awake at night, but ATI? s way exciting. There?? S as a great opportunity to make the value of your org efficiently add, so for me too trying to determine where the company is currently in the next two to three years and this is now in terms of talent management solutions need either on their evaluation of talent, succession planning, leadership development, professional development. So when I prefer a link to our technology in the world of MTV Networks, we came to understand how to take advantage of this digital revolution is underway. And that all the questions, what kind of skills people have, what kind of learning opportunities they need to create , I spend so much time just trying to marry what we do as an organization of talent management, though, the company and ensure that we reflect in close synchronization with the business sense.
What advice do you have for training and learning professionals face the same challenges that you experienced?
I, the practical advice I think anyone can give to our profession is to keep your business connected. As a person in the room who can articulate the business strategy, business model and business challenges better than any other. It will build your credibility as a study buddy or an HR practitioner . And that you better be able to bring solutions that will really l Company. I think it is one of the things I found helped me in my career.
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