TALENT MANAGEMENT

• Posted by Veronica Amollo November 3, 2017 - Filed in Business - ##talentmanagement #hmanresources #hr #talent acquisition  - 1,631 views

  TALENT MANAGEMENT

  When you ask CEO’s and CHRO’s what their key priorities are for the coming year, talent management always is one of the issues high on the list. Talent management is an easy and safe choice. Nobody will argue that talent management is not important. Supervisory Boards love to talk about succession and talent management. Talent management is generally seen as something long-term. When you hear terms as “strategic”, “long-term”, “future” and “investment”, you must be careful. For talent management this means: it is important, but not urgent. For the CEO, it means: I have ticked the box, but now HR can deal with it. Of course, I will visit the final session of the senior management program, of course, I will personally mentor one or two high potentials, but please, do not bother me too much about talent management, I have more urgent matters on my plate.  A big challenge for organizations is to make talent management urgent, and to make it a priority of today, not of the future.

  TALENT MANAGEMENT TRENDS FOR 2018

  Performance consulting

  Good people want to become better. Performance consulting is the practice, to help people to become better, by giving them regular and granular feedback, based on real performance. Helping top performers to become better, is not easy. It is a lot easier to give someone with average performance some guidance on how to improve performance.

  More focus on teams

  Most of the HR practices, including talent management, are still very much focused on individuals. At the same time, teams are the major building blocks in most organizations. Developing and strengthening talent teams is still an underdeveloped practice, but will get more attention in the coming years.

  A more organic approach to talent management

  Planning and control are overrated. Most talent management programs cost a lot of money, and do not deliver on the high expectations. HR and management are used to design and implement programs, and life might feel empty without. I was speaking about talent management with a friend, who is working at a medium sized multinational, recently. She said she was now advocating a “go with the flow” approach. Talent in their organization often start initiatives without any corporate involvement. The main task of the corporate team is to stimulate and not to stop these initiatives, and not to force them to a global approach immediately. An interesting organic approach.

   

   

  Talent Analytics as the foundation

   

  Talent analytics is the foundation of all talent management initiatives. The most important talent management trends can be implemented, as they are fueled by talent analytics. We would hope talent analytics would be mainstream by now, but unfortunately many organizations are still exploring the possibilities to use talent analytics. When to focus is moving from the future to today, speed is more important than ever. Can you keep track of how the capabilities of people are involving? Can you quickly make a match between the urgent opportunity and the available talent? Are you able to track the engagement of key player’s real time?