Cheryl Farley,(2005)提出五階段模式，首先企業需要清

Cheryl Farley,(2005)提出五階段模式，首先企業需要清楚界定組織的goals and objectives，其次，將業務目標轉化成可衡量的績效outcomes measurements or business metrics.第三將連結goals與 people，將具體可量化的經營目標轉化成into competencies and a workload projection(例如人均產值)。第四，決定人力發展計畫，例如Succession planning, talent reviews, and Recruiting.第五落實人力資源管理工作.人才管理必須與組織目標連結，並運用人才管理作法協助組織達到企業目標，才能使策略性人才管理發揮效能。

結果 (英文) 1:

Cheryl Farley, (2005) put forward the five-stage model, first of all, companies need to clearly define the goals and objectives of the Organization and, secondly, to translate business goals into measurable performance outcomes measurements or business metrics. the third link goals and people, specific quantifiable business objectives will be converted into competencies and a Workload projection (such as per capita GDP). Finally, determine human development plans, for example, Succession planning, talent reviews, and Recruiting. for implementation of human resources management. talent management must be linked with organizational goals, and talent management practices to help achieve business goals of the Organization, to enable strategic talent management effectiveness.

結果 (英文) 2:

Cheryl Farley, (2005) proposed five-stage model, companies need to first clearly define the organization's goals and objectives, secondly, the business goals into measurable performance outcomes measurements or business metrics. The third will link goals with people, to be specific quantifiable business objectives into into competencies and a workload projection (for example, per capita GDP). Fourth, determine human development plans, such as Succession planning, talent reviews, and Recruiting. Fifth implementation of human resource management. Talent management must be linked to organizational goals, and the use of talent management practices to assist the organization to achieve business goals in order to make strategic talent management become effective.

結果 (英文) 3:

Cheryl Farley (2005) proposed five phase model, first of all enterprises need to clearly define the organization"s goals and objectives, secondly, business objectives into measurable performance of outcomes measurements or business metrics. third goals will connect with people, the specific measurable business objectives into into competencies and a workload projection (for example, per capita output). Fourth, decided the human development plans, such as Succession planning, talent reviews, and Recruiting. fifth to carry out the work of human resource management. Talent management and organizational goals must be connected, and the use of talent management practices to assist the organization to achieve business goals, in order to make the strategy of talent management performance.