Cultivating talent internally is a leading initiatives for many companies around the world.
But how do you go about managing talent the correct way?
This question should be addressed if companies are to not only retain talented employees, but to maximize their potential.
Talent management begins at the recruitment stage and extends through the duration of your employee’s tenure.
Winning the war on talent is no easy feat, which is why this article will address some fantastic tips for creating a useful strategy.
But before we get to the nitty gritty, let’s begin with a base definition of talent management to form a foundation for further learning.
What Is Talent Management?
Talent Management covers a broad scope of HR processes, designed to attract, motivate, develop, and retain high-performing employees.
Without engaging the right people for the right job, reaching organizational excellence is a near impossibility.
If this won’t incentivize you to embrace the importance of talent management, who knows what will!
The concept can be broken down into three main components:
Talent management has everything to do with a collection of integrated HR processes.
These are synergetic, meaning when used collectively their sum is greater than the individual parts.
Appreciating the importance of your talent management strategy will enable you to unlock its true potential.
Motivation & Retention
Talent management is centered on all aspects of HR, from hiring and onboarding to performance management and retention.
It should be perceived from an all-encompassing perspective, considering development and motivation factors to ensure you get the most from your team, while keeping them happy in the process.
The overriding goal of talent management is to improve employee performance.
With the right measures in place your initiatives should boost productivity significantly.
When done right, talent management can be leveraged to build a competitive advantage, a crucial consideration if companies are to keep up-to-date with their counterparts.
These should be unique practices that can’t be imitated, achieved through an integrated procedural system.
In summary, talent management and people management are interchangeable terms.
Without any further ado, let’s dive into some top tips for sharpening your talent management strategy:
How to Develop a Successful Talent Management Strategy
Name Your Goals
Establishing objectives prior to initiating your talent management strategy will provide clarity and cohesion.
Attempting to dive head first into talent management is the wrong approach.
It always pays to be organized, to better understand what you’re trying to achieve in advance.
Without clear objectives your route to success can become blurred, and deviate from what’s best for your company.
Objectives are great as a measuring stick because they allow you to monitor progress accordingly.
Talent management goals will help you evaluate your existing staff, alongside cultivating new roles which will generate further benefits.
Gaining a sense of direction is critical, while developing an appreciation for what matters most.
When your team is fully aligned with long and short term goals you’ll have a recipe for success on your hands.
View Goals From A Human Perspective
Executive staff commonly fall victim to creating objectives without considering the human element.
Objectives should be so much more than the screen they’re typed on, and actually consider those responsible for ensuring they’re met – your staff.
Goals should be translated into human assets. This is the responsibility of the HR team.
A great starting point for this human focus is to determine how many workers you’ll need to fulfill a specific objective.
This will be an early indication of whether your goals are attainable.
You should take account of any new roles that’ll need to be created in the process, incorporating the help and input of various stakeholders along the way.
Remember talent management is a company-wide effort, not something that can be instigated by a select few.
Identify Future Obstacles
Like Benjamin Franklin so aptly put it, ‘failing to prepare is preparing to fail’.
Your talent management strategy won’t run without hitches, so your best bet is to consider potential failings prior to them occurring.
That way you can safeguard against obstacles, those you deem could arise at a given moment.
Identifying stumbling blocks from early on is a great way to ensure you’re prepared for what would otherwise be the unexpected.
Organizational culture is at the forefront of everything business related.
A positive company culture must be created if your company is to have any legs.
The right culture will ensure operations run smoothly, amidst an environment that’s conducive to employee well-being and high performance.
The HR department should never hire on expertise alone, rather assessing whether a prospective employee will be a good organizational fit.
New skills can be learned, but what can’t be changed is an individual’s attitude to work.
Chris is the Lead Author & Editor of Change Blog. Chris established the Change blog to create a source for news and discussion about some of the issues, challenges, news, and ideas relating to Change Management.