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	<title>Leader&#039;s Beacon &#124; @leadersbeacon &#187; Talent Development</title>
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	<link>http://www.leadersbeacon.com</link>
	<description>Leader&#039;s Beacon is an online blog for leadership topics from employee engagement to delegation to teambuilding.</description>
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		<title>Leading with Talent Development</title>
		<link>http://www.leadersbeacon.com/leading-with-talent-development/</link>
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		<pubDate>Fri, 08 Jan 2010 05:04:53 +0000</pubDate>
		<dc:creator>kriskiler</dc:creator>
				<category><![CDATA[Talent Development]]></category>
		<category><![CDATA[Communication Styles]]></category>
		<category><![CDATA[Customer Satisfaction]]></category>
		<category><![CDATA[Employee Performance]]></category>
		<category><![CDATA[Hierarchy Of Needs]]></category>
		<category><![CDATA[High Performance]]></category>
		<category><![CDATA[Human Capital Management]]></category>
		<category><![CDATA[Physiological Needs]]></category>
		<category><![CDATA[Profitability]]></category>
		<category><![CDATA[Self Actualization]]></category>
		<category><![CDATA[talent management]]></category>
		<category><![CDATA[Upper Management]]></category>

		<guid isPermaLink="false">http://www.leadersbeacon.com/?p=76</guid>
		<description><![CDATA[Using talent management software packages to administer employee performance has suddenly become hugely popular. Within this new-found appreciation of the need to better address the management of human capital is the need to develop the actual talent within that resource pool. According to a recent report titled Human Capital Management: The CFO&#8217;s Perspective, sponsored by [...]]]></description>
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		<title>Talent Development: Why Management Is Not Enough</title>
		<link>http://www.leadersbeacon.com/talent-development-why-management-is-not-enough/</link>
		<comments>http://www.leadersbeacon.com/talent-development-why-management-is-not-enough/#comments</comments>
		<pubDate>Sat, 28 Nov 2009 03:44:44 +0000</pubDate>
		<dc:creator>kriskiler</dc:creator>
				<category><![CDATA[Talent Development]]></category>
		<category><![CDATA[Better Relationships]]></category>
		<category><![CDATA[Disc Profiles]]></category>
		<category><![CDATA[Employee Assessments]]></category>
		<category><![CDATA[Employee Behavior]]></category>
		<category><![CDATA[Employee Engagement]]></category>
		<category><![CDATA[Keirsey Temperament Sorter]]></category>
		<category><![CDATA[Myers Briggs Type]]></category>
		<category><![CDATA[Myers Briggs Type Indicator]]></category>
		<category><![CDATA[Psychological Models]]></category>
		<category><![CDATA[Psychological Type]]></category>
		<category><![CDATA[Quality Management Programs]]></category>
		<category><![CDATA[talent management]]></category>
		<category><![CDATA[Team Management]]></category>
		<category><![CDATA[Top Management]]></category>

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		<description><![CDATA[In an era of managing costs in order to grow revenue, it&#8217;s not surprising that talent management software and other programs are so popular. These tools attempt to make all areas of human resources, from employee assessments to controlling labor hours, more efficient and productive. A problem arises when top management realizes that these quality-management [...]]]></description>
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