With high employee turnover rate, most organizations are doing the best they can to retain and nurture their employees. You don’t want to spend a lot of time and resources training an employee only for him or her to leave the organization. Every employer knows the frustrations that come with hiring new employees regularly. You have to start from scratch to train them.
Again, they need to have an experienced person guiding and directing them until they understand how the job is done. The experienced person cannot simply concentrate on his or her job therefore his or her productivity level declines and this affects the organization’s performance. Therefore, it is of utmost importance that you understand what talent management is and the rules to live by. This will be our subject of discussion today.
Talent management defined
When you think of talent management, what comes to mind? Talent management involves hiring talented candidates, training and nurturing them to become the best employees. The strategy you’ll use to accomplish this goal is the determining factor of your success or failure.
Simply put, every action executed by the management and human resource department should be aimed at moving the organization forward as a unified brand. The management and human resource department should embrace the core values of the company to improve the company culture. Once company culture is improved, nurturing employees becomes an easier task.
A well mapped out talent management strategy has been the key to company revolutions and the secret behind the biggest success stories across the world. Companies such as Hewlett Packard and Google have been performing remarkably well because they’ve managed to attract the best candidates simply by simply changing the meaning of work.
While every organization is different and unique, there are five basic rules that affect all of them in one way or another. These talent management rules are the keys to business and employee success. Let’s discuss them.
1. Clear job descriptions
If you are not clear about the job description, how will you attract the best candidate for the job? You should always keep in mind that the ideal candidate out there has list of descriptions about the company he or she would love to work for.
If you write vague job descriptions, there is only one person you can attract and hire. And that is the desperate employee. And a desperate employee does not love his or her work. He or she will only do the minimum amount of work to avoid getting fired. And that’s not what you want. To get the best candidates, you have to come up with clear job descriptions.
2. Top management should embrace talent management
The human resource department cannot do it alone. The top management has to play its role in managing talent. Employees will only embrace what their superiors embrace. They’ll do what they see the top managers doing. Therefore, for employees to embrace the organizational goals, values and strategies, the top management has to embrace it too. The organization has to move forward as a unified brand for talent management to succeed seamlessly.
3. Make organizational initiatives visible to everyone
When starting your talent management initiatives, you might think of posting jobs on the organization’s website and having a strong employee referral program. Initiatives that are visible to all enhance transparency, equality and unity. However, talent management is not just about recruiting the right candidates. The organization needs to be transparent and have other supporting talent management strategies such as onboarding and retention for your efforts to bear fruit.
4. Sell the company during the interview
During an interview, most interviewers expect the interviewee to sell himself or herself. However, most of the interviewers fail to sell the company during the interview. The interview sets the tone of how the candidate will be conducting himself or herself when working.
Therefore, it’s always best to sell the company by telling the candidate why he or she was chosen together with the organization’s core values that influence the organization’s culture. The candidate’s goals should align with the goals of the organization for talent management to be effective.
5. Being successful is not that easy
Your talent management strategy should be well structured and supported to attract top talent. Most of the time, doing what is easy leads to failure. To create a well-structured talent management strategy is not easy. It requires patience, persistence and hard work. You should commit yourself to making it work.
Getting the right candidate takes time but at the end of the day, it’s worth it. Top talent will always push the organization forward to realize its vision and mission. Resolving to do the hard things to succeed is the difference between successful and unsuccessful companies.
Wrapping it up
You’ve worked so hard to create a company that generates revenue for you and other stakeholders. You don’t want to see it all come down just because you did not take your time to come up with a good talent management strategy.
Your employees can take you to the stars or down to dust. It’s all about how you treat them. How you treat them will affect their productivity and performance. They’ll also tend to return to you what you give them.
Remember, the business is not the office space, computers or furniture; the business is the people. Without people working in the organization, there can be no organization. Therefore, it is of utmost importance that you take your time and study this subject.
The most successful organizations retain their top talent. Unsuccessful organizations have high employee turnover and everyone avoids working for them except the desperate. You don’t want to spend a lot of resources training and mentoring an employee only for him or her to leave the organization.
You want your best employees to stick with you and do their best to move the organization forward. By following the five rules discussed above, you will retain your employees and your success will be guaranteed.
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