When we hear the word “talent”, our minds quickly drift to intrinsic skills and abilities which a person is born with. However, in this context, “talent” refers to humans/individuals who are intelligently able to identify and solve organizational issues and foster organizational growth.
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There are two sets of individuals/employees in every organization. Those who are just there to do all that is asked and receive a paycheck, and those who take calculated risks for the organization and foster growth.
Talent Management, therefore, refers to hiring individuals with talents and developing them to become lifelong employees. Most companies stop at just hiring individuals without any thoughts on investing in them.
To ensure efficiency and effectiveness, hiring an employee is just the first step as adequate plans should be made towards training these individuals to become professionals and gain mastery over the field of work. This process entails drawing in individuals with skill and zeal, expanding their intellectual capacities and skills through training, motivating them to enhance their performance, and fostering a conducive/positive work environment. These help to push employees to their peak and in turn, aid the attainment of organizational goals and visions.
To effectively manage talents, there must be laid down plans/strategies. These strategies are not tailor-cut but are effective in managing talents.
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State your organizational goals and objectives
Hiring talented employees is good but much more important is aligning the individual goals of your employees to organizational goals. It becomes pertinent to, therefore, state your organizational goals as this will help you access old and existing staff, and remind you of what the organization stands for and where it is headed.
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Hire in alignment with company goals
Human resource managers need to hire individuals who will be able to fit into the organization and get the job done. The hiring of talents should be in line with areas where the organization lacks hands. Hiring people of the same set of skills and abilities are ineffective and a waste of resources. Hiring should be done to fill in organizational gaps. For instance, if an organization is lacking in the area of finances, then a finance manager should be hired instead of hiring a human resource manager. No matter how professional the HR manager is, he/she would be of no use to the organization, because that’s not what the organization needs. A job description should also be in line with what the organization truly needs, and fine-tuning it helps to attract talents.
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Measure performance and reward top performers
People achieve more results when there are goals to attain and targets to achieve. Therefore, managers should see to it that targets are set for employees in line with organizational goals. Also, reward top performers. This encourages healthy workplace competition.
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Target employee motivation
Employees sometimes have low motivation towards their work, but losing complete interest is not encouraged. Organizations should strive to keep their employees motivated by giving gifts, bonuses, appraisals, promotions, etc. People work more efficiently when they feel appreciated.
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Layout career development paths
Most organizations lose talented employees because of their inability to provide opportunities for career growth and development for the employees. Individuals put in more when they know that their employers are interested in their growth. Always remember that pushing your employees towards growth means pushing the organization towards goal attainment.
This is an effective strategy that organizations use to improve employee performance. Through this direct interaction, communication, and collaboration, a mentor is able to push his/her mentee to higher heights of skill development, as well as spur them towards better decision making.
Company culture refers to behaviours, symbols, beliefs, and values that the organization and its employees have. HR managers should ensure that the culture of talents to be hired are compatible with that of the company, to ensure teamwork goal attainment.
Ensure your talent management strategy is creative and unique to your taste. Think of initiatives and ideas which would help your organization to attract, grow and retain talents.
Featured Image Source: AIHR
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