The 2008 Talent Management Factbook™ is the first-ever review of the global talent management market. The study, which will be repeated annually, was conducted in partnership with HR Executive magazine.  The study is based on extensive quantitative and qualitative research. 

The study is designed to help HR and business professionals compare their organizations to others, understand current best practices, and learn more about important trends.

In each area of study, we describe maturity levels and adoption rates and provide examples of best-practice solutions. The study includes organizational models, technology purchases and plans, spending levels, primary challenges, and key drivers of successful solutions. The study also examines and compares trends by industry segment and geography.


Background

The survey on which this research is based was conducted in February 2008 in conjunction with HR Executive magazine.  We received almost 1,000 respondents, who represented companies of all sizes and in all industry segments.  A majority of  respondents were from U.S.-based companies;  however, we also received surveys from EMEA, Canada, Asia-Pac, and Latin America. 

Survey respondents were from multiple levels of HR management:  7% held C-level titles, 22% were vice presidents, 37% were directors, and 27% were managers.

Areas Covered 

• Integrated Talent Management
  • How corporations define talent management
  • Today's key business and talent drivers
  • The High-Impact Talent Management Framework™
  • How talent management changes the HR function
• Governance and Leadership
  • Who owns talent management?
  • How are talent management programs governed?
  • How mature are talent management strategies?
• Maturity and Trends in Talent Practices
  • Sourcing and recruiting
  • Performance management
  • Leadership development
  • Succession management
  • Competency management
  • Learning and development
  • Workforce planning
  • Compensation
• HR and Talent Management Systems
  • HR systems adoption
  • HR systems purchase plans
  • Budgets
  • Demand for new systems
• Business-driven talent management
• What’s in Store for the Future