Talent
management:
Talent management, when handled strategically, flows from the
organization'smission,vision,values, and goals. This enables every
employee to see where he or she fits within the organization. This, in turn,
enables employees to participate in the overall direction of the company. From
a strategic perspective, an effective talent management system helps crucial
employees feel as if they are part of something bigger than their current job.
Talent management includes the following activities and work
processes.
- Develop
clearjob descriptionsso you know the skills, abilities, and
experience needed from a newemployee.
- Select
appropriate employees who have superior potential and fit your
organization'sculture, with an appropriate selection process.
- Negotiate
requirements and accomplishment-based performance standards, outcomes, and
measures within a performance development planning system.
- Provide
effective employee onboarding and ongoing training and development
opportunities that reflect both the employee's and the organization's
needs.
- Provide
on-going coaching,mentoring, and feedback so the employee feels
valued and important.
- Conductquarterly
performance developmentplanning discussions that focus on the
employee's interests for career development.
- Design
effective compensation andrecognition systemsthat reward
people for their contributions. Even if all of the rest of your employment
processes are employee-oriented, people still work for
money.Employers of choiceaim to pay above market for talented
employees.
- Providepromotional andcareer development
opportunitiesfor employees within a system that includescareer
paths,succession planning, andon-the-job
trainingopportunities.
- Holdexit
interviewsto understand why a valued employee decided to leave the
organization. If the reasons provide information about company systems
that you can improve, make the changes that will better retain talented
employees.