Wherefore Talent Management
So make sure to consider ALL your employees when building a Talent Management strategy.
Addressing the changing needs of the Potential Employee
One thing that many people tend to forget is that employee needs and expectations have changed as well. Even in the midst of a soft economy, good talent still has the leverage to make decisions on what they want in a position.
Employees not only want a “j-o-b”, they want challenging, meaningful work.
So communicating with your employees is more important than ever – tell them what they’re doing well and how they can improve to further boost their career and the company’s results.
So one of the key points of talent management is establishing framework for talking to the employees about their performance. The second reason people quit their jobs is that they don’t like their boss. And that tends to be a failure of the company, not a failure of the boss.
Talent Management applies not just to employees but to managers too.
Is Talent Management New?
The idea of Talent Management is not new. It’s has evolved over time and grown into its own entity, as has Human Resources. HR has progressed from that of the personnel department, which was basically a gatekeeper for employee records, payroll activities, and complaints to what is now known as a strategic part of an organization.
With that growth came the onset of Talent Management. Companies finally woke up to the fact that not only is attracting and retaining good talent important, it’s also the responsibility of the organization as a whole. Therefore the Human Resources department has taken the concept, built best practices and techniques to obtain the talent, and have provided each unit with what it takes to get those individuals hired and retained.
Is there a Talent Management Process Flow?
Sure there is. As managers make their decisions on the skillset an employee needs to possess, so starts the Talent Management process.
It should follow the employee from their start with an organization, their progression within the company, and as they make their exit.
