A few years ago, while living and attending seminars abroad, I heard most of the HR executives lamenting that they could not find the talent they needed to perform the jobs in the market. When I returned to the US this year, the story is the same–magazines, books, newspapers continue to inform us that the future jobs depend on talent that not only understands the complexities of a rapidly changing workplace but can also add value by bringing its own creative skill sets into the mix.
The alarm bells being raised about talent deficit are relevant, yet one is surprised to see stark differences between the approaches towards talent. Some organizations take talent management seriously and put all necessary processes in place to onboard and manage talent effectively. Others, however, consider talent expendable—thinking that there is much more out there to choose from, so if one person leaves, another person will easily take their place. The SHRM Workplace Forecast 2013 mentions that some companies are still doubtful about a future debacle in talent management, but adds that, “… there is growing evidence that some disconnect exists between the needs of many organizations and the qualifications of certain job seekers.” In today’s global economy, this disconnect might be dangerous if nothing is done about it.
Although the process of managing talent is very detailed, an organization can take the following three steps quickly to steer itself in the right direction. The first step is to acknowledge talent management as a critical competency and instill this thought across its length and breadth. Second, the organization must train its personnel to recognize talent and groom it. Spotting and developing talent is an art and is usually developed by focusing on the details that matter. Targeted programs that train the staff to manage talent well are a good answer in this situation. Finally, the organization must be aware of talent management trends and regularly evaluate and streamline its talent management approaches.
The world is moving at a fast pace and your organization’s talent is waiting for you to make the first move towards its betterment. If retention of top employees is an organizational goal, recognizing and building talent and making it a priority in your organization will be the best investment your organization can make to secure its future.
Also posted on: http://instituteod.com/news.php?id=80&cat_id=&p=&search=#ontitle