Facebook talent management case study

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In part 1 of this series I covered the first 24 amazing talent management practices at Facebook. In this part, I will cover the remaining unique 21 best practices that you can learn from. My primary contribution in this case study is to provide insight into the business reasoning behind each of its unique practices. If you would like to learn from what I can only call simply amazing and results generating talent practices, read on. The physical space encourages openness, collaboration and innovation.
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Talent management

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Usually that knowledge comes from either using its social media product or by reading about its CEO. However, the unique aspects of the firm that almost no one is aware of are its distinct and powerful talent management practices. In most cases, it takes literally several decades to develop an exceptional company that has a unique set of talent management practices that produce phenomenal business results. But occasionally there are exceptions. Apple became exceptional again in little more than a decade after the return of Steve Jobs. Google developed exceptional people management practices and business results in much less than a decade. But Facebook has gone from a college dorm room idea to an undisputed social media dominance in literally less than a handful of years.
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Facebook’s Talent Management Practices? They’re Simply Amazing

Talent management. Follow this topic. See All Topics. Assessing performance Digital Article Joan C.
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The HR function at ArcelorMittal works closely with other business units to find and develop suitable talent through their Global Employee Development Programme. Rigorous gathering and analysis of their performance management measures ensure that their talent is well supported throughout their career. The original version of this case study can be found in the report: Managing the value of your talent: a new framework for human capital measurement CIPD Utilising this diversity in the workforce is a powerful way then for the business to connect with customers and deliver the type of service they desire — as a result HR strategy and operations are tailored to reflect the individual needs of employees.
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