Extensive research has been done in talent management (TM) repercussions and it has been found consistently that it is a critical factor in driving a company’s performance. TM must be one of the priorities in Human Resources; however the reality is that this is true only for those organizations with a high level of maturity. It is good news to know that there is technology specialized in execution of TM best practices. Common challenges in this arena vary from distortion of a department due to seasonal hiring/turnover, to time-consuming recruiting duties, poor on-boarding strategies, or gaps in leadership chain among others.
Once the business goals and strategies are clear for HR people, they can evaluate different TM solutions based on the culture of the organization. There are several solid TM solutions delivered via SaaS which facilitates integration of TM pieces like Recruiting, On-boarding, Performance Management, Total Compensation and Evaluation. These TM suites offer lower infrastructure costs than on-premise options and the deployment happens faster than downloading a bunch of programs to our computers.
TM suites have advantages for all stakeholders, for example: the system is critical to manage a performance-driven culture, it helps to align goals from the top to all levels in the organization, it helps to fill the gaps in the leadership force, it improves recruiting process, it increases employee engagement, it helps to develop a talent pool used at the time of succession planning, it provides data, etc. After considering these advantages, are you going to move forward? I can’t wait to see those times when TM is not a luxury or rarity but a way to get things done at any serious place to work!
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Very interesting.
ReplyDeleteI'll show this to Chris Van Someren, my boss, I think he might be interested to read this too.
Thanks for sharing.