Thanks for the comment. Sounds like we’re pretty like minded on this one. Thanks for stopping by.

Regards,

Michelle

This is a great post. Nice emphasis on the professional youth, if you will, of HR as a profession responsible for talent development – together with some of the common consequences of that in action.

Maintaining a quality developmental pipeline from within assumes that you have the right material and the means to develop it – both could be lacking if HR isn’t up to the job.

It’s worth noting that even if it is, there are times when internal career patterns and organizational needs at various levels don’t match up, and people need to be brought in from outside. And even with all that factored in, often it is often a good idea to have a steady infusion of fresh thinking into the organizational bloodstream.

Nice, thoughtful, post (as always) – thanks!

Thanks for the mention on your blog. Links make the cyberworld go round!

Regards,

Michelle

Thanks for the comment. That is a great question to pose organizations. How often do they bite?

Regards,

Michelle

We are sure like-minded on this.

My question to clients now is: Why aren’t you using HR as a development position for managers–including the VP role?

People might be surprised at the change in HR stature and its increased effectiveness as a result

Here’s my pick of the five best posts from this week’s business blogs. I’m pointing you to posts on talking about leadership, merit pay, the power of position, when promoting from within is a bad idea, and persuasion.
…

http://blog.threestarleadership.com/2008/05/21/52108-a-midweek-look-at-the-business-blogs.aspx

Wally Bock