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Talent Management Courses

7 Talent Management Best Practices that can help you Manage your Talent Pool

It is commonly believed that business growth is achieved by only strategizing and selling better. What is often missed, is the fact that the strategy of an organization is only as good as its talent pool.

Talent management is an organization-wide, all-inclusive strategy for hiring, training, and retaining top-performing employees. In today’s competitive world, having a talent management system in place is indispensable. When the organization faces an economic downturn, an effective Talent Management system is what will help you weather through it.

Read on to know more about 7 Talent Management best practices that can help you save your organization from a downslide:

 

Align individual and organizational goals and effectively track their progress

Aligning the goals of an individual with those of the organization is an important talent management best-practice. It is the responsibility of the companies to make sure that their employees are all focused on contributing to their success. You need to ensure that everyone is working on the right things such that the organization is pushed further ahead in the direction of its goals.  Leaders need to step in and take corrective measures as and when sufficient progress is not being made.

Quickly and effectively communicating any change in priorities or strategies is equally important. Changes that impact the goals of an organization need to be communicated to everyone whose individual goals are linked to those of the organization.

 

Conduct regular employee reviews to keep employee performance on the track

The value of a well-defined performance management process is three-fold.

First, a performance appraisal is an important opportunity for employees & managers to discuss goals & competencies, challenges and development needs if any. Getting regular feedback helps employees perform at their best.

Second, appraisals help managers and HR identify those who are not performing well and take corrective action for the same.

Finally, documenting the history of an employee’s performance helps managers and HR make critical decisions such as workforce restructuring and rightsizing, as and when needed.

 

Provide ongoing feedback to maximize performance

Regular feedback helps everyone maximize their performance. Managers and employees can quickly take corrective actions when things start to go off track. Ongoing feedback makes performance appraisal faster and easier for everyone to complete. Having quarterly or semi-annual reviews is more effective than the formal, annual ones.

 

Invest in performance-based development

Use your employees’ appraisals to identify gaps in their skills and offer the right kind of training that they need. The Learning and Development department should spot areas where employees individually have scored low and offer training to each accordingly. Similarly, they need to look at the overall scores and identify the critical competencies lacking in the employees. It is important that you also extract value from such training by measuring the change in employee performance as against the appraisal process. That way you can measure the effectiveness of your training without any testing or evaluation.

 

Identify and reward high performing employees

Know who your high potential and well-performing employees are. You may not always be able to reward them with salary hikes or bonuses – but demonstrating the commitment of the organization towards such individuals will help in the long run. You could reward them with initiatives that will help them move up in their career, perhaps even prepare for a promotion. Acknowledging their performance and potential will help retain such employees.

That was not so difficult, was it? Learn more on how to effectively manage your organization’s talent pool from the best in the industry. Fill in your details for more information on the Executive Development Program in Talent Management by XLRI Jamshedpur.

Talent management strategy refers to (you guessed it) managing the talent in your workforce. But what does that mean? And how can entrepreneurs and HR professionals use talent management to improve their workforce and ultimately their bottom line?

Here are 10 tips for your organization to make the best use of your human capital. Read on to learn how to manage your current workforce and plan for the future.

 

Define Your Organizational Goals

You can’t design a successful talent management strategy without clearly stating your organizational goals first. These objectives will help when you are evaluating your existing staff and assessing new roles and positions.

 

Translate Goals into Human Assets

Executives may see growth in terms of abstract objectives, but it is the job of HR managers to factor in the human element. You need to view goals as a measurement of your human assets. Decide how many people you need to get the job done, including new roles that need to be created and filled.

 

Identify Future Obstacles—Before They Become a Problem

If this sounds way too easy, you’re right. Implementing a well-developed talent strategy is not possible without its challenges. That’s why you’ll do yourself and your organization favour if you identify potential stumbling blocks in advance.

 

Fine Tune Job Descriptions

Job descriptions go way way beyond just recruiting. The accurate write-up attracts the right kind of hires that align with company culture and can also add to it.

 

Keep Culture At the Forefront

It is easy to get blinded by a dazzling resume of a potential hire. But, when you hire exclusively for skills, the organization suffers. Remember, people can develop new expertise, but you can teach them personality.

 

Invest in Employees and Focus on Internal Hires

Hiring for culture requires an internal shift in management and development along verticals. Each employee needs to be viewed as a long-term investment, so you can’t just depend on LinkedIn every time a need emerges.

 

Create a Barometer to Measure Success

Positive change rarely happens all at once. Talent management strategies require careful monitoring, and often a few adjustments before these can be counted as a success. But, it is better to measure progress with hard data rather than potentially biased perceptions. Reading numbers and extracting useful insights is not easy, you can take the help of a talent management course to get familiar with these concepts.

 

Gain Executive Buy-In

Once you get a hold of those numbers, make sure to set them in front of your CEO. No matter how passionate you are about talent management, without executive support, your efforts are worthless.

 

Don’t Be Afraid to Be Innovative

Your talent management strategy should really be unique, so put on your thinking cap and get a little creative. Dream up innovative initiatives and programs to draw talented recruits and establish a culture of knowledge and learning. To learn how to come up with innovative tools and techniques, consider pursuing a talent management course.

 

Plan for the Future

Identify key positions that would be detrimental to the organization if left vacant. These positions include senior-level managers or depending on your line of business, maybe frontline managers.

 

Bottom Line

While every business is different, everyone can benefit from a basic talent management strategy to improve their return on their greatest investment – their people! Take a talent management online certification to understand the concept of talent management in great detail, this can help you move towards the success you are longing for in your career.

 

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