Talent management raises the strategic question of human capital as a key factor in the company’s performance. How to manage employees, more than skills, to turn this competitive advantage into a strength?
Hire Your Talent revisits this vital human resources issue, from recruitment to work organization. Definition, GPEC, tools… Become an expert on talent management!
Definition of talent management?
What is a talent? This term is used to refer to an employee who stands out for his or her qualification, professional experience and extensive knowledge of the sector in which he or she operates. Talent management is a strategic approach to human resources in order to anticipate and support the company’s long-term performance, relying on employees or candidates with the highest potential.
Being in the employer’s position, each HRD thus meets a number of challenges on a daily basis:
- assess and attract the best candidates, acquire talent,
- promote the development of skills, and therefore the emergence and development of talent,
- build loyalty, define and develop a talent retention policy (company loyalty),
manage the succession of a departing employee.
Performance and talent management are directly linked: a company that has implemented a talent management policy sees its profits multiplied by 2.2 and this, 1.5 times faster than a company operating in a traditional way.
Talent management, a valuable HR tool
Talent management is not an easy task: it is based on a balance between the skills expected by the company and the skills available internally. Ultimately, it allows a company to maintain a competitive advantage.
Talent management takes place at two levels:
- at the time of recruitment and before the integration of a talent: the “talent war” sometimes rages to attract and retain a qualified profile. To achieve this, rely on the employer brand, headhunting (headhunting recruitment agency), sourcing to build a pool of candidates, and also recommendation, or cooptation.
- long-term: you need to invest in your human capital and focus on the future. This means investing time to train them, develop their skills and integrate them properly into the company, but it also represents a financial investment: quality equipment, tools, means to carry out projects, etc.
A relationship of trust promotes professional and personal development.
GPEC: the legal obligations related to this HR process
The GPEC, the forward-looking management of employment and skills, is governed by law. The Labor Code makes job interviews mandatory every two years for companies with more than 50 employees, regardless of your sector of activity.
The objective is simple: to take stock of employees’ skills, consider career prospects and the training to be followed to develop the necessary skills.
The right to lifelong learning (already promulgated by a 2004 law) now legally and fully integrates the management of existing skills into HR processes. While human resources managers are used to personnel administration, payroll, time and activity management, talent management reflects much more strategic aspects: it is about identifying the right employee, to employ him/her in the right place at the right time.
Projecting beyond the employer brand
Innovative human resources management
Effective talent management, what is it? We provide you with a list of questions to ask yourself to evaluate your talent management:
- Have you set up a competency framework in line with your company’s strategic questions?
- How do you identify your talents internally? On what criteria are the evaluation and development of competencies based?
- Are your managers involved? Do the defined objectives speak to them?
- How much of the appeal does your employer brand reflect on professional social networks like LinkedIn?
- Have you thought about digital gamification (recruitment or awareness in the form of games)?
- What talent development tools do you have at your disposal?
- Your training management, career management, performance management: what do they consist of?
- What commitment do you see in your employees? What desire for a career?
- What corporate culture do your leaders embody? Are they a source of motivation and inspiration?
- Have you implemented coaching techniques?
- What is the team’s preferred mode of collaboration?
Your human capital is priceless!
While personnel planning, succession, performance management, compensation and benefits are known to companies of all sizes, optimal talent management requires a clear understanding of the strategic challenges as well as the expectations of the employee.
How to do this? Differentiate yourself from your competitors by opting for a more refined and subtle resource management. Remember that retaining your talents means guaranteeing the performance of your company over time, while avoiding the costs associated with new recruitment! Patience, measurement and involvement are essential.
Relying on human capital to boost performance: 4 examples to follow
Example #1: Give the freedom to develop your strengths
Each “colleague” does what he or she does best and assumes the desired responsibilities within Morning Star, the company that shapes tomatoes in the United States. Incredible: the management does not assign a “fixed place”, but gives its 400 employees the freedom to develop and evolve in the assigned “strategic cell”.
As a result, employees assume higher levels of responsibility and difficulty, driven by high motivation. The company’s human capital provides a more qualified, expert and motivated added value.
Example 2: (re)creating pleasure and motivation
A town hall in US asked itself the question of pleasure at work: indeed, there is no question of excluding agents in a situation of failure. A positive approach was initiated and the agents concerted. Each agent has been reassigned to a corresponding position.
Result: 80% of the agents concerned have shown real and new investment in their work.
Example 3: Simply valuing talent
When a new developer arrives at Facebook, he joins the boot camp: for 6 weeks, he discovers the company, the services and missions, but also discovers the development axes that correspond to his aspirations and motivation.
The company thus encourages the commitment of its employees, rather than the tasks imposed. You know the success of Facebook.
Example 4: free time on professional time
Everyone has heard about Google and the famous 20% of “free” time that the company gives to its teams. The founders gave the teams the opportunity to focus on other projects, with a more “free” dimension.
Surprise: this operation gave birth to Gmail. Great added value for the company and its employees, no?
HRIS or dedicated software: which HR tool for successful talent management?
The HRIS, a support tool for human resources management
An HRIS tool is a Human Resources Information System capable of managing several software modules dedicated to human resources management. With numerous functionalities covering the entire HR spectrum, it makes it possible to automate administrative tasks.
How can HRIS support your talent management efforts? The main benefits to be gained from this are as follows: “Improved collective performance”:
- monitor the professional development of each individual,
- keep the information from the annual interviews,
- manage training needs,
- map skills,
- exchange by means of a platform open to the HR department, managers and employees,
- identify in real time all the talents of your company thanks to Big Data,
- measure your employees’ performance on a daily basis,
- directly link the supply and demand for learning, etc.
Which talent management software to choose?
We offer you Talentsoft, market leader in talent management and training. Talentsoft offers 4 modules for a customizable solution: interview management, GPEC, training management and employee administration.