The Talent Cycle

An effective corporate university has a broad charter: it has the responsibility to look at “talent” holistically. Rather than focus exclusively on employee development or management development, it should also be involved in planning what talent is needed to execute corporate goals, in defining the skills and finding the best people, and in developing those skills and providing a career path for retention.

This is an era where traditional corporate HR silos have to be taken down. Without the authority to look at talent from multiple perspectives, the corporate university will be less effective and find it much harder to show any return on its work. Ideally the corporate university always keeps the talent cycle model in mind.

Corporations like Yahoo have already done this and are reaping the benefits that an integrated talent acquisition and development function provide.