What’s the Biggest Talent Management Challenge?

More and more organisations are launching talent management programmes to enhance the performance of their employees and eliminate the chances of mass exodus. However, they also need to realise that just starting new programmes is not enough because their success actually depends upon their talent management people. If they don’t embrace and live by your talent management strategy, you can’t expect it to be successful in the long run. It can also be said that the capabilities of your talent management team determines whether your strategy will be a success or failure.

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It has become extremely difficult even for the well known and reputed organisations such as Good Year Dunlop Tires to hire individuals who offer right blend of talent and experience. The market is getting extremely competitive and people have more options to choose from. Following lines explain an exceptional strategy adopted by Good Year to not only attract talented individuals but to retain them for a long time to come as well

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  • Attraction:

First of all, you as an employer need to brand yourself because an outsider has no idea how good an employer you are. You actually have to excite people to apply for the positions vacant in your company. Secondly, when you acquire or hire the individuals you need, it is the manager’s job to map the talent and assign them the tasks which they love to do. Similarly, managers should also start comprehensive programmes to facilitate new employees’ acclimatise with the new environment rather easily and quickly.

  • Access:

It has become extremely important for organisations or managers to develop effective process evaluation tools. You need to evaluate the employees’ performance to differentiate between excellent, average and bad employees.

  • Develop:

It is also the responsibility of the managers to provide their employees with every opportunity to develop professionally and enhance their professional repertoire. If you don’t give your employees a chance to develop or climb up the hierarchy with the passage of time, they would definitely be disengaged and look for other options. In this regard, managers can initiate many training programmes to allow their employees enhance their skills and performance.

  • Motivate and Retain:

Gone are the days when managers used to just give orders and ‘good employees’ would just oblige. In modern business world, employees don’t like to be treated like that. Managers have to recognise their good work and reward or compensate them accordingly to keep them motivated and engaged. They have to identify and manage talent pool which they think has the capability to serve the organisation well in the long run. Similarly, they should devise a right career path for every person working under them.

The Role of Managers:

Most often, training and development programmes launched by organisations only target their employees and totally ignore the fact that managers also need to constantly develop and adapt to changes occurring around them. In this regard, it is imperative for organisations to generate training programmes and material which are easily available to all the associates, potential managers, managers and even people occupying high positions in the organisations.

Finally, people concerned with managing talent should be well versed with latest tools and techniques to attract new talent, assess their performance, help them develop professionally and finally keep them loyal to the organisation. The world is getting extremely competitive and it is difficult to find talented people, making it even more necessary to formulate effective talent management strategies and have managers who can implement those strategies effectively and wholeheartedly.

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