In the modern world leaders have realized that hiring the right people, training them, utilizing their talent, empowering them, grooming them and retaining them is perhaps the most effective way to carry on business and boost their profitability.
However, talent management is merely not restricted to recruitment as recruitment can be termed as only the first step in the process.
· Adopt a Proactive Strategy
Be proactive rather than reactive in your talent management. This will require you to stay attentive to the changing needs and trends in your industry. Identify the skills that you require to hire keeping in view your organization culture.
· Focus on the Recruitment Process
The first step towards effective recruitment is focusing on the recruitment process. This ensures that you hire people with the right qualification, skills, expertise, personality traits and the ones that can gel in with your organizational culture and values.
· Train, Train and Train
If you think it is only the newly inducted employees who are in need of training then you are wrong. Since the technology and customer preferences are changing and evolving fast so should your human resource.
Identify the set of essential skills that your employees need to acquire and while there may be certain skills that the majority of your employees need to acquire there would be certain skills that would be specific to certain teams. Identify all this and train accordingly.
· Let it Reflect on your Organizational Culture
Make talent management your priority and let it reflect on your organizational culture. Your organizational culture should value and provide opportunities for talent growth.
· Align Personal and Organizational Goals
Align your employee’s goal with that of your organizational goal. This helps inculcate a sense of ownership in your employees and motivates them to work, grow and evolve as an employee.
Goal alignment helps minimize organizational frictions which if left unaddressed may prove to be an impediment in the way of organization meeting its objectives and goals.
· Learn to Retain your Employees
So what are the factors that drive employees to leave their organization? To be honest employee turnover is owed to several factors and if you wish to retain your employees you will have to look into several factors.
Differences with management, environment which is not offering opportunities for growth/promotion, differences with colleagues, not fitting in the organizational environment and culture, inadequate compensation, unsatisfactory performance evaluation, work stress, work environment, working hours and several other factors may result in employee turnover.
Organizations cannot afford losing employees they have invested in and who are adding value to the organization. Therefore, have an elaborate plan to retain your talent by making sure that your valued employees are not experiencing frustration or any of the above mentioned problems.
If you too wish to stay ahead of the game make sure that you due give importance to the talent management process in your organization.