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Talent Management & Leadership Development 2010

Annual Pan -European Conference in the War for Talent Series
Talent Management & Leadership Development 2010 
Proven Strategies for Identifying, Retaining and Engaging Top Performers to Successfully Drive Business Growth
28-29 Jan 2010: Prague, Czech Republic
 
 
The economic crisis has heightened the need for a stronger leadership pipeline and has made talent management a business priority. It has also created new realities for companies and set new priorities in relation to talent management and development. Organisations are now redesigning their talent frameworks, preparing themselves to take full advantage of future business opportunities. In order to realise the company vision and implement strategies it is crucial to be able to attract, engage, develop and retain the top performers in key positions.
 
This annual pan European marcus evans conference will bring together best in class experts from leading organisations across the continent. Take this unprecedented opportunity to lean how you can optimise your talent deployment in order to maximise organisational performance. Capture leading HR trends and design your talent management approach to better explore market developments.
 
 
In the Chair:
  • Simon Haben, Group Head of Leadership Development, Royal Mail, UK
marcus evans Expert Speaker Panel:
  • Ulrich Jordan, Head of Human Resources, Board Member, Citibank Privatkunden AG & Co.KGa,Germany
  • Teddy Hebo Larsen, Vice President, Corporate Human Resources, Lundbeck, Denmark
  • Dr. Simone Siebeke, Corporate Vice President, Human Resources, Cosmetics, Henkel AG, Germany
  • Wayne Beel, Vice President, Global Talent Acquisition, Holcim Ltd, Zurich Switzerland
  • Saskia Dyke, Head Employer Branding, Corporate Human Resources, Holcim Ltd, Zurich Switzerland
  • Staffan Ivarsson, Vice President, Head of Competence and Learning, Swedbank, Sweden
  • Fiona Hathaway, Talent Acquisition Lead, Microsoft Central Eastern Europe
  • Simon Haben, Group Head of Leadership Development, Royal Mail, UK
  • Paul Kennedy, Human Resources Director, New Balance, UK
  • Kristian Hedegaard, Human Resources, Director of Organisation Development, Maersk Logistics/Damco, Denmark
  • Massimiliano Sacco, Group Functions Talent Manager, Electrolux, Sweden
  • Rainer Jensen, Director, Learning and Development, Coca-Cola Erfrischungsgetraenke AG, Germany
  • Carl Esselin, Global Head of Talent Management, Oriflame, Sweden
  • Gemma Webb, Head of People Engagement, Virgin Media, UK
  • Julius James, Executive Director, Human Resources, UBS, UK
  • Catherine Fraser, Senior Consultant, International Organisational Development, The Bank of New York Mellon, UK
  • Gale Jean Baptiste, European Head of Talent Acquisition, Yahoo!, UK
  • Alyona Ivanova, Recruitment and Employee Development Manager, Imperial Tobacco Group., Russia
  • Nada Gallova, Head of Training and Development, Ceska sporitelna, Czech Republic
  • Tilo Kann, Development and Training, Region EMEA, adidas AG, Germany
 
Attending this Premier marcus evans Conference Will Enable You to:
  • Achieve a flexible talent management process aligned with company goals 
  • Effectively forecast talent needs in any economic climate 
  • Identify, motivate and retain the top talent within your company 
  • Develop and shape key talent to become the leaders of tomorrow 
  • Measure ROI and efficiency of your talent management programme investments 
  • Build an organisational talent culture at all company levels to increase productivity 
  • Implement a global talent management system to align with all corporate goals 
  • Standardise talent management processes for better transparency and enhanced performance 
  • Optimise talent deployment to maximise organisational performance
 
Learn from Key Practical Case Studies: 
  • Henkel AG, Germany staying agile regardless of the economic situation 
  • Royal Mail accurately and effectively forecasting talent needs 
  • Citibank Privatkunden AG & Co.KGa, Germany driving the talent management strategy and securing potential future leaders
  • Microsoft identifying and selecting key middle managers and ensuring their capabilities as future leaders 
  • Coca-Cola Erfrischungsgetraenke AG, Germany successfully tackling the generation gap and the generation Y phenomenon 
  • Holcim Ltd redesigning and implementing a new talent management framework ready for the economic upturn 
  • UBS designing effective talent retention schemes to keep the best talent on board
Mr Ola Samuelsson
Senior Marketing Manager
marcus evans
11 Connaught Place
London W2 2ET
England


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Analyst downgrades Heidrick & Struggles

Shares of executive search firm Heidrick & Struggles International Inc. fell sharply Monday as an analyst downgraded its shares, saying they’re overvalued.


Analyst Ty Govatos of C.L. King and Associates downgraded the Chicago company to “Neutral” from “Buy.”

He said in a note to clients that he initially rated the shares a “Buy” after Heidrick & Struggles’ first-quarter $18.9 million loss led to a decline in its share price from more than $23 to less than $17.

Heidrick & Struggles and staffing company Korn/Ferry International lagged the market, with Heidrick’s total enterprise value selling at a discount to Korn/Ferry, Govatos said.

The gap in share value between Heidrick & Struggles and Korn/Ferry has been eliminated, with Heidrick & Struggles closing at $26.31 Friday and Korn/Ferry ending the day at $14.95.

“We still believe the longer-term outlook for Heidrick & Struggles and the search companies is good, but over the shorter term the price of Heidrick & Struggles seems to have run ahead of itself,” Govatos said.

Shares of Heidrick & Struggles fell $1.87, or 7.1 percent, to $24.44 in afternoon trading.

Shares of Korn/Ferry rose 5 cents, or 0.3 percent, to $15.

taragana.com

Morgan Stanley looked at Larry Fink

BlackRock chief Larry Fink and a pair of banking execs with banged-up reputations were on a short list of candidates to succeed Morgan Stanley's John Mack, sources told The Post.

Fink, considered the new king of Wall Street after his recent joint venture with Barclays Capital's asset-management unit, was one of several Wall Street giants put on a list of possible successors compiled by executive-search firm Spencer Stuart as Morgan Stanley began putting in place a succession plan for Mack.

Also on that list were former Wachovia CEO Bob Steele and former Merrill Lynch boss John Thain, both of whom have seen their reputations damaged as each of their firms have fallen into the arms of other banks.

Anshu Jain, head of Deutsche Bank's global markets and heir apparent to CEO Josef Ackermann, also was a candidate.

Morgan Stanley's board never formally reached out to any of the candidates, favoring instead to choose co-President James Gorman, who runs Morgan Stanley's massive asset-management shop. Gorman assumes the CEO post Jan. 1. Mack will remain chairman.

A former Goldman managing director and NYSE chief who is frequently called "I, Robot" because of his stiff style, Thain was ousted by Bank of America CEO Ken Lewis after the completion of BofA's shotgun marriage to Merrill. Some discount the notion that Thain had a real shot at the Morgan Stanley CEO post, while others believe the hits that Lewis has sustained over his role in the Merrill merger have improved Thain's image.

Meanwhile, Steele watched Federal Deposit Insurance Corp. shut down Wachovia and hand the keys to the troubled bank over to Wells Fargo as a wave of depositor withdrawals overwhelmed the Charlotte, NC-based institution last year.

By MARK DeCAMBRE
NEW YORK POST

POLACHI SURVEY REVEALS EXECUTIVES ARE CAUTIOUSLY OPTIMISTIC ON OUTLOOK FOR Q4

Execs Weigh in on everything from the Recession, to Hiring Predictions, & Swine Flu Fears
FRAMINGHAM, Mass., September 10, 2009  Polachi Inc., a provider of Access Executive Search™ services to technology, clean technology, private equity and venture capital companies, today issued the results of an online survey around executive expectations for Q4 2009– everything from the recession to hiring predictions and swine flu fears. The survey, which polled nearly 300 executives in the technology, clean tech, venture capital and private equity industries, revealed an overall outlook of cautious optimism. While nearly three quarters (71.2%) of the executives indicated they believe the recession is not yet over, more than half (53.4%) of the respondents indicated they predict that growth at their respective companies will improve over the next quarter.
Only a fraction (4.3%) of the respondents predict business at their companies will get worse over the next quarter, 11.4% were too uncertain to predict either way and nearly one-third (31.1%) of the executives indicated they anticipate business will perform at the same level of Q3 2009.
Regarding hiring plans, the executives were split between optimism and ambiguity. Nearly half (42.9%) of the respondents indicated they plan to increase hiring in Q4, while almost the same percentage (43.3%) revealed they were too uncertain to predict whether or not their companies would increase headcount or not. Only a comparatively insignificant proportion (13.8%) predicted their companies would decrease overall headcount in Q4.
When asked to weigh in on the topic du jour—swine flu—the survey found that while a strong majority (62.7%) of executives share in America’s concern over the potentially deadly virus, only a small percentage (33%) of their companies are taking (or planning to take) any steps to prevent spread of H1N1 infection in the workplace this fall. Surprisingly, more than half (51%) of the executives indicated that their companies were not taking anyprecautionary steps at all.
“In addition to the swine flu panic, the issue plaguing the minds of most executives right now is the economy,” said Peter Polachi, Partner at Polachi, Inc. “It’s not about whether or not it’s improving--nearly everyone agrees that things are better now than they were last quarter. The looming issue is really around the rate at which enterprise growth and hiring will turnaround.”  
Developed and administered by Polachi, the survey was distributed via email earlier this month and completed by a total of 284 executives from various technology, clean technology, private equity and venture capital companies throughout the United States.
About Polachi, Inc.
Polachi, Inc. (www.polachi.com) provides Access Executive Search™ services to technology, clean technology, private equity and venture capital companies. The firm’s partners, all search industry veterans with decades of experience, understand that leading companies deserve access to the absolute best talent on the planet. While traditional executive search firms limit candidate access due to “off-limits” protocol, and newer search firms lack the breadth and depth of connections, Polachi’s Access Executive Search™ model, coupled with unmatched agility, delivers the most accelerated results.  Polachi is a sponsor of the New England Clean Energy Council (NECEC) as well as a founding member of Access Search Partners™ (ASP), a partnership of four leading technology search firms that provides clients with specialist search services on a global scale. For more information about Polachi please call 508-650-9993 or visit www.polachi.com.

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