Talent Management - Key To Secure Your Future

Do you have enough talent in your organisation to secure your future

? Have you fairly established a systematic wage and salary system? Are you able to track the performance of your employees and motivate them to perform better? Answering these questions is complicated especially in this ever changing world of work and cut throat competition prevailed in the market. Many organisations are competing with their competitors and adapting to the technological changes miss out on understanding what really drives their business. Very often they take a fragmented approach to analyse the whole situation and look outwards rather than focussing on their employees and understanding the structure of their work and various business functions. A better way to understand your business is to identify the strengths and weaknesses of your workforce, develop and retain them and manage their succession. The management processes such as job evaluation, talent development and performance management play a very important role in addressing the current issues in your business and taking it to the next level.

Job evaluation is a systematic process of determining the value of a particular job in an organisation. It is about finding out the worth of a job and knowing what skill sets and competencies are required to perform it in the best possible manner. It helps in division of labour as well as establishing a right job-person fit. The process answers some of the critical questions related to the working of your organisation. It helps you understand why, where and how work is done and if the job structure fits with your organisational strategy. Putting right people in right roles is the main aim of this particular management process.

Talent development is also about attracting the right pool of talent that can effectively meet your requirements. It deals in designing the right strategy to manage your talent through succession planning, selection systems, career planning and development and competency modelling. You need to undertake every step of the process, right from identifying the existing problems, decoding your strategies to identify the right course of action.

It is very important to know how good your people are. An in-depth understanding of your people and gaining insights about their opinions towards their job and organisation as a whole can help you keep the right pool of talent at your organisation. Timely evaluation of their work and skills and competencies help you know the current standing of your business. This is possible through employing the process of performance management that is unbiased and free from all prejudices. The process also includes benchmarking leadership, talent reviews and succession planning.

by: Cruse Loyle

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