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Talent Management

Emerging Leaders Program

This multifaceted and rigorous program prepares high potential leaders from all segments of the global produce and floral supply chain ...

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Women Leaders in the Food and Beverage Industry

A recent survey from Green Hasson Janks found that while women in the food and beverage industry are not yet filling leadership roles as often as men, there can be real benefits for companies that ensure women hold their fair share of leadership roles and are given the opportunity to influence the industry’s future. The survey focused on women and their roles in the industry as leaders as well as consumers who are driving the tidal wave of consumer interest in natural, organic and non-GMO products.

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Innovate or risk being irrelevant in today's marketplace

Innovation creates value and is critical to success. Agricultural innovation is more than just a one-way transfer of results to practice: Innovation prospers when the worlds of research and farming permanently interact by sharing knowledge, ideas and thinking together. When it comes to fostering innovative cultures, companies throughout the produce supply chain must be open to changing the way they do business.

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Leadership in the Produce and Floral Industries

Leadership in the produce and floral industries is highly complex, requiring top leaders to set and communicate the vision and strategy of their organization while often managing multiple operations; adapting to changing business environments; and adjusting to market innovations and new technologies.

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How Do the Produce and Floral Industries Stack Up Against Employee Expectations?

Retaining your talent is vital to your organization’s success but how do you create a culture where employees feel valued, are given growth opportunities, and feel part of the bigger picture?

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Talent Retention Predictions for 2016

The shortage of critical skill sets coupled with improvements in the economy will make talent retention a major concern in 2016. The investment in highly talented employees delivers great outcomes for organizations but even companies that have good retention strategies sometimes fail to retain their best talent. This article for executives highlights the importance of organizational cultures that reflect personal and professional development, diversity and flexibility in talent retention efforts.

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US Flags

The US economy to 2024

The U.S. economy continues to heal in the aftermath of the Great Recession. Steadily recovering consumption, investment, and housing assist an improving economy, whereas structural factors, such as an aging population, limit the prospects for more rapid growth over the coming decade.

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U.S. employment projections to 2024 (Excerpt)

As a result of the aging population, the Bureau of Labor Statistics (BLS) projects a decline in the labor force participation rate over the coming decade.

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U.S. labor force projections to 2024

The labor force is projected to grow over the next 10 years at an average annual rate of 0.5 percent, a slower rate than in recent decades. Demographic factors—including slower population growth and the aging of the U.S. population—in addition to the declining labor force participation rate will be responsible for the projected growth of the labor force.

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The Two Types of High-Potential Talent

This article explores two types of high-potential talent, the characteristics of each and the importance of having both in any organization. Because they play such a pivotal role in translating organizational strategy into day-to-day actions, it is crucial for executives to understand how having the right mix of each can accelerate a company’s strong performance and profitability.

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Industry talent experts

Margi Prueitt

Executive Director

+ 1 (302) 607-2174

Email Margi

Alicia Calhoun

Vice President, Talent Portfolio

+1 (302) 607-2157

Email Alicia

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