The Five Key Elements of an Effective Talent Management System
from the Turning Good People Into Top Talent blog series
Many organizations are attempting to transform their HR functions into a talent management system. A highly effective talent management system must be aligned with the strategic needs of the enterprise. It is essential that the process of transformation, transition or integrations be supported by top management and involves all key stakeholders.
Most agree HR functions typically include recruiting and selection. However, many functions may not be integrated with each stage of the employee lifecycle.
To assure a highly effective Talent Management System, the following key elements must be in place, beginning with onboarding, which is frequently inadequate:
At a minimum, create a consistent onboarding process that includes: clarification of expectations (which were likely included in the recruiting and selection phase), introductions to key relationships, and access to all the resources and tools that newly hired employees need to feel supported and prepared.
- Employee Development
This must include the manager/team leader who has been adequately prepared to coach employees/team members to master the essential skills of the job, particularly the “soft” skills which are often overlooked.
- Performance Management
Begin by creating a safe environment where employees can learn from their mistakes. Then, provide ongoing feedback—do not wait for the typical annual performance review.
- Career Development
The most effective career development process considers the talents and motivators of the individual, which ideally would have been discovered in the selection process. The most effective career development process includes the formation of a cohort of employees on a similar path who also have mentors.
- Succession Planning
An effective succession plan is integrated with the strategic requirement of the organization that considers how the stages of growth will be managed, including the number and types of positions required. Best practices would include benchmarking those positions to establish the talent required for successful performance. Then, begin a talent search and inventory from those who are in the career development process.
Click here to get a copy of the FREE special report, The Five Keys to Developing Your Top Talent: How to Stop Wasting Money on Your Training and Development Programs.
Bob Moore, CMC® is CEO of Effectiveness, Inc.,
The Talent Management Institute, and author of
the book, Turning Good People Into Top Talent
Contact: Bob@effectiveness.com or 919-439-5811