Talent Management tools

The ability to attract, develop, motivate and retain engaged productive employees able to help the organisation to reach its mission, its strategic objectives and operational goals is known as talent management.

We need to understand talent management processes and tools to create a successful teams in our organizations. These tools and procedures should also  be included in business organizational structure. Tools required for successful talent management include workforce planning, recruiting, strategic plan and goals, executive coaching, leadership development, recognition programs, diversity & inclusion, engagement, and retention. Let’s see closer at how an effective talent management plan will make it easier to identify, recruit, engage and retain talented individuals to be a part of your organization.

 Workforce Planning

Workforce planning involves a company intentional strategic goal to keep and search talented professionals inside and outside the organization that have knowledge, skills and behaviors needed to achieve goals and objectives. Workforce planning should take into account strategic and operational workforce planning.

What we call strategic workforce planning takes into consideration organization strategic needs and related workforce. This includes future loss due to employee exits as well as the projected qualification requirements necessary to sustain and progress organizational goals. Operational workforce planning builds on the use of simple tools, and techniques leading to templates and procedures that can then be integrated into your existing workforce base.

This asset is often not carefully planned, measured or optimized by many organizations. They are not sufficiently aware of the current or future workforce gaps that will limit execution of business strategy. Time, difficult of prediction (low change and high change), profiles and jobs not clearly defined are main roadblocks. Recent advances in predictive analytics and modelling technology provide more near-term information about granular employee-level supply risk, while simultaneously helping with demand-based scenario planning. Talent demand analysis vs Talent supply availability using predictive analysis models makes workforce planning move from a “nice-to-have”  to a must in high-performance organizations.

Recruiting Effectively

Recruiting could be defined as the ability to successfully identify, attract and hire talented individuals with potential to move the organization towards accomplishing its objectives. This is accomplished through targeted advertising and focused interviewing of perspective candidates. To have a clear idea of what’s the company is looking for is the starting point of recruiting process. Clear fonction families, job descriptions and core skills for each family will help narrow the field of applicants. Personally, I think that most part skills could be learnt with a good training, so in my recruitment I focus finding people who will come to work every day on time, smile, be flexible and optimistic, work hard, and care a lot. In addition, for a effective recruitment an important point for me, it’s not only to look for individual skills but also to look for people that could be easily integrate in the team and company culture and bring add value and different skills to the team.

Scouring the market continually for people willing and able to work for you, advertising the benefits of working for your organization,  looking for great employees outside your workplace and taking in account all different sources including internal recruitment and training your manager in hiring processes is necessary for an effective recruitment. Finally, an important rule that sometimes is not respected, treat your applicants as customers. Job hunting is not a pleasant process, it demands a lot of effort, applicants share their own experience with others, make sure that your company brand is not destroyed by bad selection process.

Strategic Plan & Goal Alignment

Having a strategic plan that includes goal alignment ensures everyone is moving forward towards the same goals to optimize resources and achieve the vision for your organization. With a clear strategic plan in place, normally management can see the strengths and weaknesses at any time and has the possibility to make changes and adjustments more readily. However to put in practice is not so easy.

From my point of view 8 things should be confirmed;

  1. Identify all the people in the organization necessary to achieve new strategy.
    Organization based on process is better for this analysis. 
  2. Make sure that everybody understand new goals and directions.
    Each individual should understand how his performance is going to contribute to final strategic plan. 
  3. Confirm how people involved is going to change to achieve this new strategy
  4. Analyze skill gaps in the organization and make training needed.
  5. Align systems, procedures and processes to support new strategic plan.
  6. Make objectives measurable. Once you have a measurable objective, then the workforce objectives can be measured and support the business objectives. Sometimes this flow down is not provided and clearly.
  7. It’s necessary to make Dept action plans to follow the business plan and monitor KPIs by management.
  8. Finally communicate, recognize and reward are also part of the strategic plan.

Executive Coaching

Executive coaching is a relationship that provides motivation and inspiration to make changes that transform employees  to obtain optimal results personally and professionally.
Executive coaching helps leaders to move themselves and the organization forward by:

  1. Learn about themselves. Strengths and weakness.
  2. Learn how evaluate the others.
  3. Develop leader skills and help to inspire and give direction to others
  4. Leverage own strenghts
  5. Help to achieve your goals and dreams
  6. Build stronger connections inside and outside
  7. Correct behavioural problems at management level

Leadership Development programs

Leadership development involves a plan of goal-driven strategies designed to enhance leadership attitudes and abilities within an organization. The goal is to develop a team of high quality leaders with the ability to effectively share the vision of the organization as well as inspire and motivate.

For me  it’s the senior leadership’s responsibility to invest, develop and grow organizational leaders. This will ensure those leaders are equipped to inspire, motivate and engage the workforce. However, in many companies, management is disconnected to leadership responsibilities and organization mission.

Under my understanding to create a leadership develop program 4 points should be at least considered;

  1. Identify skills and qualities of each leadership position.
    This a starting point to understand organization leadership needs by position and role.
  2. Asses each leader according skills and qualities related to his/her position.
  3. Develop an individual plan to develop necessary skills. (Important; this should not be outlined as a negative or corrective plan)
  4. Regular meeting between senior management (or coach or mentor) and leader to check progress according defined plan. At this level, support and encourage behaviour changes from senior management is absolutely mandatory.

Organizations should introduce this kind of program to empower management and supervisor levels to achieve company goals more efficiently.

Recognition Programs

Recognition programs within an organization acknowledge the individuals and teams that consistently contribute to your organization’s success. Recognize the actions, behaviors, approaches, and accomplishments that you know will make an organization more productive and efficient. People who feel appreciated end up experiencing more self-worth and their ability to contribute to the company.

For me there are several points to pay attention regarding recognition programs;

First the program has to be clear, fair, consistent, coherent and don’t change frequently. Bonus should be transparent and communicate about the reason and how this contribution was important for the company. It should not be automatic and considered as part of salary, should be linked to results and effort according to goals, strategy and company culture.

Second, verbally and written acknowledge on a regular basis with a word of thanks including an unexpected thank you to those working behind the scenes should also be a part of any ongoing recognition programs. Acknowledge should be close at possible to the event, timely recognition of the employee will enhance the positive feelings. This, in turn, positively affects the employee’s confidence in their ability to perform well in their position.

There are several tools for recognize, bonusly, ultipro, yammer, guudjob, 360 recognition… these softwares allows all employees to interact in the bonus and awards.

Diversity/ Inclusion

Workplace diversity is understanding, accepting, and valuing differences between people including those:

  • different races, ethnicities, genders, ages, religions, disabilities, and sexual orientations
  • with differences in education, personalities, skill sets, experiences, and knowledge bases

Inclusion is a collaborative, supportive, and respectful environment that increases the participation and contribution of all employees.

Diversity and inclusion extends far beyond the company, encompasses customers, suppliers, and other outside resources. It brings many advantages including increased creativity, productivity, problem solving and enhanced communication. Inclusion leads to retention and attract top talent from outside the company.

Diverstity and inclusion best practices

  • fair treatment
  • equal access to opportunity
  • teamwork and collaboration
  • a focus on innovation and creativity
  • organizational flexibility, responsiveness, and agility
  • conflict resolution processes that are collaborative
  • representation of diversity at all levels of the organization including top management.
  • respecting religious diversity, etc…

Engagement

Employee engagement is positive, proactive behaviour in the workplace and towards the organization brought by a combination of motivated, emotionally attached employees; integrated, enlightened people management activities and empathetic managers towards the achievement of clearly communicated business objectives.  I

The drivers of employee engagement include a shared purpose and values; pride about the company; trust and integrity; the nature of the job; the nature of relationships with coworkers/team members and managers; employee voice, physical and mental well-being and career growth opportunities.

For me there is one word that leads to engagement in a company, it’s call happiness. What makes an employee happy at work?
The driver of employee engagement that most aligns with inclusive talent management is career development. Where employees feel as though they have career opportunities, they are more likely to have positive feelings about the organisation and their role in it. Supportive interpersonal relationships are closely associated with employee engagement. In a high-engagement culture there are channels in place to ensure two-way communication and it depends on leaders and managers who can listen as well as communicate effectively and an environment of trust where employees don’t feel in the dark about issues concerning the organisation and themselves and where leaders and keep them informed

Show your employees they are a valuable part of the team and they are less likely to seek employment elsewhere. A successful plan that encourages employee engagement is seen when employees are motivated to enhance your organization’s success while feeling their own well-being is of importance. The challenge today is not just retain talented people, but fully engage them, capturing their minds and souls at each stage of their work lives.

Retention

All organizations know the frustration of investing in the recruiting and training of talented individuals only to have valuable employees move to a potentially better prospect.

Why skill employees leave their jobs?

For me there are 4 main reasons

  • Compensation − It includes salary, advance, bonus, rewards, health insurance, and retirement benefits.
  • Environment − Organizational environment motivates employees to perform better. Positive environment creates positive energy.
  • Growth − Every employee needs growth in his/her career, and most employees look for growth within the organization.
  • Support − Support culture helps employees grow professionally and they perform better in their job. Organizations need to support employee financially and emotionally so that they perform better, and feel secured.

and how you can prevent them from leaving?

For me there are 5 main reasons

  • Recruitment; recruit the right person at the right time
  • Recognize and reward. Make employees realize their value in the organization.
  • Develop their competences and make a career plan.
  • Increase the feedback culture and support them.
  • Create healthy environment, and good and effective work culture.

As you can see all tools are related, creating interdependency between them. Keep talented people is becoming one of the most important points for companies in a new era where employees are used to change and request better conditions to stay in the company. Talent management tools are key point in company strategies to achieve company goals in an efficiency way and create comparative advantage.

 

Inigo Mayoral, owner of insbuildrive.com, free business management and careers tools.

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Founder of Insbuildrive.com

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