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How To Develop Talent Management Programs?


You probably would have heard Talent Management Program has become the need of an hour, if you want to your business to succeed.  But if you stop and think about it – what are these programs that would help you in managing the ‘talent’ in your organization? And how do you plan to develop these programs?

Before going any further, let’s get the basics like – what is talent management and what is talent management program, clear. Now let’s understand –

Talent Management and Talent Management Programs

Talent Management, as defined by the industry experts, is a systematic method of attracting, identifying, developing, engaging, retaining and deployment of the individuals, who add value to an organization, either through their high potential, or they are fulfilling the business/operation – critical roles.

And this is where Talent Management Programs come handy for HR personnel. These programs are curated keeping in mind all the benefits procured from talent management. Here are three guidelines for developing strategic Talent Management Programs, ensuring that you are always on the top of your game.

1.      Prepare an organizational chart of your business: To develop a talent management program, you first need to prepare an organizational chart for your company. This chart would help you discover the vacancies in the organization and would also give you an idea where you can promote existing employees. It would also come handy when you have to cross shuffle some of your employees in different position, because with an organizational chart, you would be in a better position to know the strengths and weaknesses of your employees.

2.      Never stop recruiting:If you wish to build a talent pool, then you need to keep recruiting. Keep the channels of communication with the top candidates open, so that when you are looking for talent, you could call them and vice-versa. You could also create a place for them to drop their updated resumes. And while you are at it, you could also make a friendly call or send a mail asking them to send their updated resume every six months. So that when you are seeking a top talent, you have a talent pool ready to dive in and select the top performing talent.

3.      Use the top resources to attract the best:When recruiting new talent, create the job outline based on what your existing employees are doing best. Just to ensure that the new talent you hire are able to demonstrate those similar traits your best performing employees possess. Talk with the existing employees to understand the job description better and then create a job description that covers everything your best performing employee has been doing. You could have a one-on-one discussion with your top performing talent to understand the latest skills being advertised in the market, so that you could put that as a pre-requisite in your job description. And also help your existing employees acquire those skills.

Once your talent management program is developed, you would see the difference it does to your overall HR Management process. You would see the result of your talent management training programs, when you are –

1.      Investing time in your existing employees and encouraging them to take initiatives
2.      Training your existing employees for the skills required for their job profile.
3.      Grooming your best performing talents to take leadership positions in the organization, leaving the lower positions to be filled by new upcoming talent.
4.      Keeping them engaged and motivated through challenging profiles in an organization. Challenge their creativity by offering them difficult projects and then rewarding them accordingly.
5.      Giving them a chance to upgrade their skills either through in-house training or giving them time-off to pursue a course
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