TALENT MANAGEMENT -- BEST ARTICLE MUST READ...
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Recognise talent: Notice what do employees do in their free time and
find out their interests. Try to discover their strengths and
interests. Also, encourage them to discover their own latent talents.
For instance, if an employee in the operations department convincingly
explains why he thinks he's right even when he's wrong, consider
moving him to sales!
Attracting Talent: Good companies create a strong brand identity with
their customers and then deliver on that promise. Great employment
brands do the same, with quantifiable and qualitative results. As a
result, the right people choose to join the organisation.
Selecting Talent: Management should implement proven talent selection
systems and tools to create profiles of the right people based on the
competencies of high performers. It's not simply a matter of finding
the "best and the brightest," it's about creating the right fit - both
for today and tomorrow.
Retaining Talent: In the current climate of change, it's critical to
hold onto the key people. These are the people who will lead the
organisation to future success, and you can't afford to lose them.
The cost of replacing a valued employee is enormous. Organizations
need to promote diversity and design strategies to retain people,
reward high performance and provide opportunities for development.
Managing Succession: Effective organisations anticipate the leadership
and talent requirement to succeed in the future. Leaders understand
that it's critical to strengthen their talent pool through succession
planning, professional development, job rotation and workforce
planning. They need to identify potential talent and groom it.
Change Organisation Culture: Ask yourself, "Why would a talented
person choose to work here?" If the organisation wishes to
substantially strengthen its talent pool, it should be prepared to
change things as fundamental as the business strategy, the
organisation structure, the culture and even the calibre of leaders in
the organisation.
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