Qualified personnel is one of the most important assets and unique selling points of a company. The fight for the best talents on the labor market is becoming increasingly difficult, because in many industrialized countries there is a shortage of qualified junior staff, but above all of specialists and managers.
This is precisely why it is becoming increasingly important to differentiate one’s own company from other employers on the applicant market and to retain existing talent effectively.
Talent management is often erroneously regarded as the personnel development of a company. Instead, talent management bundles all personnel policy measures such as employee recruitment, employee development and promotion as well as employee retention.
Effective talent management has three simple goals:
Finding talents, promoting talents, retaining talents
Tip 1: Recruiting measures
It is now more difficult than ever to track down young talents on the labor market and recruit them for your own company. The younger generation of 20 to 35 year old in particular would like to be able to identify more closely with their own work.
In order to address the target group in the best possible way, attractive recruiting strategies should be implemented via applicant management software:
- Activce Sourcing
- Social Media Recruiting
- Employer branding
- Ambient Media
- Mobile Recruiting
Tip 2: Competence management
Successful talent management in your company can only work through a regular exchange with your employees. This is the only way to find out what needs, experiences, competencies and personal career aspirations your employees actually have. Via a social intranet, for example, you can promote the exchange of information in your company and ensure the satisfaction of your employees.
Competence management serves to create detailed skill profiles for your employees and thus not only promote employee motivation but also facilitate internal recruiting.
Tip 3: Career and career planning
Forward-looking succession planning is an important prerequisite for surviving the battle for qualified personnel. Especially in management and key positions, vacancies must not lead to bottlenecks.
Regular employee appraisals can help to assess the career aspirations of your employees as concretely as possible in order to jointly create suitable career and career planning.
Tip 4: Success and feedback
In addition to continuing education and training courses, workshops and e-learning, regular performance reviews and feedback are important components of talent management.
Good performance should be rewarded more in everyday professional life and less good performance should be improved together with the employee. This significantly increases employee motivation and strengthens loyalty to the company. Talent management software can provide support here and make personnel development transparent and measurable.
Tip 5: Knowledge
Knowledge is usually one of the most important assets and unique selling points of a company. Particularly in our information society, the knowledge of individual employees is still greatly underestimated.
For this reason, it makes sense from the company’s point of view to specifically promote knowledge and keep it in the company in the long term, for example with the help of the company’s own portals and databases.
Talent Management Software
With Talent Management Software, you can precisely define the talents and abilities of your employees in your company and bind top performers to your company with objective assessment management.
Functions of Talent Management Software
Competences and areas of competence: Via your customer portal, you can create competences and talents and assign them to areas of competence such as technical, methodology, personal and language.
Competence profiles: Your customer portal contains a predefined selection of competencies. Your employees are automatically assigned competence profiles that correspond to their company classification.
Competence/talent search: Using a search function in your customer portal, you can use the software to quickly and easily search for employees with defined skills and talents.
History & development: The competence and profile evaluations of your employees are stored in a history for follow-up and development overview.
Advantages of Talent Management Software:
- Long-term retention of talents
- Reduction of employee fluctuation and vacancies in your company
- Simple assessment of the skills and competencies of your employees
- Precise evaluation of your employees through simple revaluation and devaluation
- Valid evaluation of your employees through competence profiles
- Time saving through innovative feedback management
- Cost savings through integrated talent management