Five Great Talent Management Tips
- Define Goals
- Matching Goals to Human Resource Assets
- Identify Obstacles
- Keep In Step With Company Culture
- Give Recruits the Floor
Talent management is a skill expected in every good human resources professional, and it’s a critical skill not only to ensuring employees’ needs are met but that companies retain the talent they need to operate efficiently and well. Here are five great tips for a successful talent management strategy.
1. Define Goals
Defining company goals – especially at smaller companies – is essential to talent acquisition, retention, and management. Every employee and new recruit should be aware of larger company goals and coached on how they can make those goals a reality. Good HR managers should also be in touch with individual employee goals, and serve as a liason between employees and executive management to ensure that employee goals are being well-served.
2. Matching Goals to Human Resource Assets
Every goal requires specific skills to be executed. Human resource managers should regularly discuss their talent pool’s skill sets and how those skills can be best adapted to fulfill the current mission. If the represented skill sets are lacking, the talent manager must have the information they need to decide if employee training or new employee hire is the way to go – for smaller goals or steps, employee training may be best, while larger goals may require new hires or even an entirely new and specialized team. The HR manager will also need to weigh these goals and skill sets with available resources, like capital for new wages and training as well as time availability for teaching and retraining.
3. Identify Obstacles
Every company encounters an obstacle sooner or later, and a good human resources manager will be able to anticipate these goals ahead of time. Obstacle identification can help shape the path to achievement of different goals, as well as hone the practice of how company resources – financial, human, and community – are applied to the execution of that goal. HR managers should be prepared to discuss obstacles with both employees and executive management as soon as they are identified.
4. Keep In Step with Company Culture
Keeping goals in line with company culture is another important function of the talent manager. Whether your company culture is serious and highly professional, or fun and relaxed, presenting goals and tasks to new recruits and employees in accordance with company culture can help them feel more a part of things, and help them more effectively adjust to their role, especially if they are new. Every company culture is different, and ensuring delivery of the right message is important to every talent manager’s success.
5. Give Recruits the Floor
Last, but certainly not least, giving recruits the opportunity to shape a company’s future is incredibly vital to their happiness – and getting them on board with the company’s vision of success. Allowing recruits and employees to choose their own projects and training, to provide input on how goals can best be achieved, and ensuring that their voices are heard where their own needs are concerned are defining characteristics of a successful company – and a key to that company’s longevity.
According to the BLS, the field of human resources continues to grow and human resources managers will be required to continue to learn new skills and develop existing ones. Each of these tips for talent management strategy can help talent managers be more effective in their work, as well as contribute to positive company cultures that can lead to greater employee and company success.