Your first and foremost job as a leader is to take charge of your own energy and then help to orchestrate the energy of those around you”, Peter F. Drucker
Talent Management is a part of human resource management. It includes HR strategies, methods, and measures to ensure a company’s long-term success. Targeted action is needed to discover and encourage talent with the potential to take on key function in a company.
Challenges: Talent Management interventions in organisations response to some of the obvious challenges, amongst others
- Building a performance culture that leads to an increased need for qualified and innovative employees
- The employee turnover rate increases
- Demographic change results in a decline in the number of specialists and executives
- The internet increases labor market transparency and strengthens the competition for talented employees
- Globalization leads to an increased supply of highly qualified workers, but also facilitates their migration.
The four building blocks of our Talent Management interventions
- Attract Talent: Recruitment Services Management. Employment Value Proposition (Employer Branding). Potential candidates are identified early and made aware of the company through a proactive and targeted approach
- Identify Talent: Analysis of the Potential. Formulation and Implementation of the Selection Criteria.
- Promote Talent: Feedback and Employee Development Programs
- Retain Talent: Incentives and Employee Motivation.
Our Talent Identification Methods in supporting our clients
- Potential: Identify untapped capabilities. Indicators can help predict competency development.
- Competencies: Ascertaining importance of particular competencies to company is a prerequisite for successful talent management.
- Personality: A person’s motives, values, and characteristics that will have a direct or indirect influence on work behavior.
- Qualifications/Experience: Education, professional experience, and additional qualifications.
Our Talent Development and Promotion Methods
- Development Center: Serves long-term performance and competency development.
- Networking: Promotes sharing of knowledge and experience between talent at an informal level.
- Trainee Programs: Gives young talent a better understanding of a company’s organisational structure.
- Management Training: Provides knowledge on fundamental topics such as communication, project management, leadership, etc.
- Project Work, Job Rotation: Development tools designed to help talent gain valuable and practical experience.
- Coaching and Mentoring: Contributes positively to personal development and improved performance.