Modern Talent Management: Off with the old pigtails!

talent management

Flat hierarchies, networked work in agile project teams: the changes currently taking place in many companies are fundamental. Talent management must also keep pace here and part with old, rigid patterns. But many companies find it difficult.

What is Talent Management? A definition.

Talent management, by which HR experts understand targeted career planning for the individual talent in a company. To this end, an organisation determines which competencies and skills are particularly important for the success of the company, identifies employees who possess them and develops them further in a targeted manner.

There is no question that targeted talent management is gaining in importance across all industries. One of the most important reasons for this is demographic change, the resulting shortage of skilled workers and increasing difficulties in recruiting qualified personnel for specialist and management positions. This makes it more important to recognize, promote and retain existing talent within the company.

Previously, Talent Management took years

But the conditions and requirements have changed. A few years ago, talent management consisted of developing a few selected employees along fixed career paths. Often that went on for years. Training here, further training there that was enough in times when company clocks didn’t tick as fast as they do today.

Companies no longer have this time span. Developments in the industries are now taking place so quickly that existing skills have to be developed at very short notice for current projects.

Agile Talent Management

The fact that career profiles change so quickly in the meantime that they may no longer exist if a talent is prepared for years to take up the corresponding position also speaks against long-term personnel development geared to a life career in the company.

Or it is the talents themselves who leave the company before they take on the job. Ergo: Companies need different development concepts and career landscapes than before. Modern talent management needs to be more agile and short-term.

Companies are lagging behind in their capabilities

However, according to the latest study “Trust in Talent” by the consultancy firm Taplow Group, only slightly more than half of the companies surveyed have a reliable strategy for this process. For example, employees in only every third company can already develop themselves off the beaten track.

It doesn’t always have to be the management career, for example. More and more employees would prefer to focus on expanding their expert status. The study also shows that talents increasingly want to take their development into their own hands.

Modern talent management: talents want to have a stronger influence

But often exactly this is not considered by HR. This leads to demotivation and increases the risk of valuable employees moving away. The authors of the study therefore come to the following conclusion: “In order to bind talents to the organization and enable them to perform at their best and develop, companies must focus on them.

But how can this be achieved? How can talent management be made more innovative? Modern talent management software such as easysoft provides answers to these questions. It accompanies personnel managers through all steps of a maximum agile talent management.

In order to first record the development of all competences in the company, the existing skills of all employees can be stored in individual profiles. If an employer needs specific skills or talents for a specific project or position at relatively short notice, an automatic target/actual comparison can be carried out with just a few mouse clicks to find out which employee has the required skills and to what extent. A graphic traffic light diagram shows the existing development needs at a glance.

Identifying and meeting development needs

In order to cover this, the programme analyses the competences to be developed and proposes tailor-made development measures. All the HR manager has to do is invite the employee to the appropriate measures.

Alternatively, HR can promote the integration into Talent Management demanded by talents by providing employees with an overview of potential training measures via an Employee Self Service Portal, and can also register for them.

This ensures that every type of learner finds and chooses the right course for them. For example, in the form of a classroom event, e-learning or blended learning, this is a mixture of both formats. Once the training has been completed, all newly acquired qualifications are updated in the HR software.

Talent management without HR software – that’s no longer possible

Conclusion number one: A high-performance HR software supports all the requirements of modern talent management. It enables you to develop personnel at short notice so that the right talents are available for all projects at all times. In addition, thanks to the self-service approach, it meets the desire of many talents to be more closely involved in talent management. This ensures greater satisfaction and loyalty. A win-win situation for everyone involved.

Conclusion number two: Companies that are concerned about the right strategic direction within their operational talent management should first of all think about the implementation of suitable HR software. The new strategy is the result of their handling.

Published by Dave John

Decade of work experience in leadership consulting with strong focus on talent acquisition & assessment across different industries and geographies.

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