Without efficient employees, it is difficult to make the company’s key strategies operational. That is why it is essential that all talent management systems (from recruitment to performance management to skills development) interact to maintain staff motivation and the highest level of skills.
However, talent management cannot work in isolation it must be in line with the company’s overall strategy. Here are three essential steps to win this bet.
1. Define the company’s challenges and associated skills
Whatever your organization’s main mission, you must ensure that your talent management is in line with the key success factors of your business. To achieve this, you need to understand the nature of the challenges employees face for each of the critical functions, and determine the skills and experience required for these positions.
For example, if your IT teams have to respond to many support requests while running different projects, good time management experience is essential. By analyzing the challenges and solutions corresponding to each position, you can develop competency models associated with each challenge in the company, so that its key success factors determine the skills sought and not the other way around.
2. Get the involvement and support of all managers
Although a clear definition of competencies is a good starting point, it may not be well understood by managers who are not familiar with HR language. Without the involvement of the most senior managers in the management of change, even the most relevant competency definitions will have no effect.
To prevent this situation, it is essential to involve leaders at every stage of the planning process. This will not only guide discussions on future priorities rather than the past, but also prevent these working meetings from taking place in HR terms that could exclude non-specialists.
3. Communicate and highlight the consistency between skills and success factors of the company
Aligning the company’s skills and key success factors is essential to strengthen and demonstrate the link between them. To this end, you can share the expertise and knowledge of the talent needed, demonstrate how the selected skills contribute to the success of the company, and use this information to design a competency model tailored to the company’s strategic needs.
By following these three steps, you will ensure that your skills needs are well integrated into talent management projects, and that your people management strategy is aligned with the company’s key success factors.
Oracle HCM Cloud provides complete personnel analyses that can be used by everyone according to their access rights. In this way, you can ensure that the skills are consistent with the company’s strategy.