10 Factors to Create a Successful Talent Management Strategy.

Talent management is the cornerstone of organisational success and consist of attracting, onboarding, developing, engaging and keeping employees in the organisation. A talent management strategy supports in maximising employee potential and aligns their goals and skills with the organisation’s objectives.

Pillars of Talent Management

The pillars of talent management typically include:

  1. Talent Acquisition: Attracting and recruiting top talent to the organisation.
  2. Talent Development: Investing in the growth and skills enhancement of employees through training and development programmes.
  3. Performance Management: Evaluating and managing the performance of employees.
  4. Succession Planning: Identifying and preparing high-potential employees for future leadership roles within the organisation.
  5. Employee Engagement: Fostering a positive work environment and promoting employee satisfaction and retention.
  6. Diversity and Inclusion: Embracing diversity and creating an inclusive workplace culture that values differences.
  7. Talent Analytics: Utilising data and analytics to make informed talent management decisions and drive organisational performance.

Talent Management Philosophy

The first step in the talent management strategy is establishing a clear philosophy. It is the guiding principles and beliefs and outlines how talent management is embedded in the organisation. It a visual presentation and serves as a foundation for HR practices and policies related to recruitment, workforce planning, performance management, learning and development, succession planning, and employee engagement.

Once the philosophy is defined, the next priority is integrating talent management elements into the organisation. But what happens when you have a Talent Management Philosophy in place, but you need to transition it to a strategy that benefits everyone in your organisation?

Explore 10 Key Factors Behind Effective Talent Management

1. Support by Management

It is important to have your management team on board with a new approach to talent management.

2. Stimulate an Open Work Environment

Many organisations are too focused on short-term results, leaving way too little room open for development. Create an open work culture where the opportunities for development, learning on the job, coaching, rewards embedded in a culture of employee engagement. 

3. Match Work and Talent

Develop the current skills of employees and match this to the work. Make sure that at least 80% of the daily work of employees consists of work activities matching their talents. Conversely, find the right talents in the organisation for a particular project.

4. Get Tools for Talent Insights

It all starts with talent insights and for that, you need tools. Talent software will support in the discovery of talents. Software and tools will support in effective performance interviews and development programs.

5. Focus on Strengths and Motivation

Focus on passion and other motivation and less on competencies. Emphasise on the employee’s strengths and create plans together for development.

6. Provide Tools for Line Managers

Enable managers with the tools and guidance to implement performance management and thus performance interviews.

7. Matching Teams

Form teams of people who fit together and divide the roles on the basis of the talents skills.

8. Create a Culture of Responsibility

Make employees responsible for their own development. Encourage this by allowing employees to provide input for their own development plan. Offer facilities for this, such as individual training budgets and opportunities  for learning on the job.

9. Perform Assessments Together

Make sure performance assessment interviews are the dialogue between the manager and employee. Follow up with HR as a coordinator by linking performance, development and training and assess the performance together.

10. Create Talent Pools

Start with building a talent pool. In this way you will have the right information at your disposal support in the search for the right candidate for the position or future projects.

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