What does this change mean?
No more Silos
One of the concepts of Talent Management seeks to drive the responsibility of the attraction and retention of employees out to the hiring managers of each department. Finding and keeping the best people is no longer viewed as strictly an HR function.
Some of the questions you might want to consider as you start your Talent Management journey:
Believe or not, the answer to these higher level strategic questions can be solved by using a strong Talent Management tool. These software tools come with many different names (Employee Performance Management System, Talent Management System, Business Execution Software, etc.) but despite the varying names they all have the same major features and functions.
This can really help when you are benchmarking your salaries against the market. In many cases, people are willing to work for less pay for a company that really cares about helping to manage their career.
You’ll have a better picture of your skill gaps and weaknesses in your “bench strength.” How? Reporting and analytics. Good Talent Management software provides reporting capabilities that will outline where you need work…according to what you’ve identified as the needs of the organization.
This is now an easy task since everything is now housed in one central location.
As you begin to understand what that person needs from you, the employer, take the steps to guarantee that your employees are receiving their own tools for success.
