Talent Management is described as a systematic approach to ensuring a sustainable pool of talented people for critical roles, including the identification of roles that are critical to the business and the identification and management of high potential people from which these roles can be filled. Developing a Talent Management Strategy is a critical part of People Planning for every organisation. Each of the four key parts of Talent Management takes time and a great deal of ‘selling’ to all parts of the organisation.
Together, we can plan and support implementation of a Talent Management Strategy:
Planning for current and future workforce skills and abilities
Talent Management supports strategic planning and strategic thinking and provides the essential starting point for management and employee development programs. Without conscious consideration of future goals and focused awareness of talent within the organisation, the organisation will have difficulty maintaining leadership continuity – or identifying appropriate personnel when changes in strategy are necessary.
Attracting the best talent
Achieve the edge in talent attraction through diversity, job design and flexibility. Contemporary organisations aim for a diverse workforce to tap into all the skills in the employment pool. Together, we can look at job design and flexible working conditions to ensure that a wide range of prospective talented people are attracted to the organisation.
Engaging and Developing the talent in the organisation
Essentially, when managers and supervisors communicate personally with their team members and look for development opportunities, employee engagement follows. However, there are many ways in which we can work together to provide a structure for this communication – performance development systems, learning and development programs, coaching and mentoring programs, leadership training, mobility policies – the list goes on.
Why do people leave? - dissatisfaction with future prospects, with supervisor, with work assignments, with remuneration, stressed or burned out and little work/life balance. Together, we can work out the answers to the following questions - Which of these potential turnover reasons can you or your managers and supervisors influence? How will you know? What will you do? Again, there are many ways we can work together to provide some strategies – diversity and inclusion policies, flexible working options, mobility and job exchange programs, learning and development programs, transition to retirement programs and management training programs.