Ways to Approach Talent Management for Greater Success
The Initial Steps to Talent Management
Most successful organizations are committed to talent management processes to reach their goals. By using a robust planning method that utilizes the strengths of their employees, they’re able to improve what they do on a daily basis. From recruitment to development to rewarding your employees – it’s all part of a talent management process that is vital to the growth of a business.
Before an organization begins to move through their talent management process with an employee, they’re engaged in attracting the type of individual who will perform well within its company culture. Once they validate their choices, the leadership pipeline becomes more tenable.
Fine-Tuning the Talent Management Process
There seems to be a disconnect between what leadership in the organization feels about their talent management process and how the employees feel about it. There is often a feeling that training is not competency based. Employees today are required to be skilled in more than just one area, and the process for developing management doesn’t always take that into account.
Another problem is that the goals of the program are not always well-defined, which leads to confusion and ultimately mistrust in the direction of the organization as a whole. When this occurs, training and development programs suffer from being too broad.
Rather than approaching performance reviews as a rote step in the management process, consider it an opportunity for the employee to speak freely about the course of the talent management process and look for areas that can be improved.
The Difficulty of Attainment
Despite some obstacles, most organizations will tell you that their actual talent management models are much easier to work with than their talent acquisition models. It’s easy to be swayed by a beefed-up resume or a smooth-talking interviewee. Once the new hire is in the workplace interacting with your existing talent, you may find out perceptions from the initial interview might be far from first advertised.
One of the ways those in charge of the talent management process have found improvements is in being more scientific about their hiring process. Since people are such complex beings, it’s difficult to understand exactly how they’re going to perform in a workplace. However, there are methodologies in place to take the complexity out of the process.
By utilizing behavioral assessments, which are scientifically validated, you can find what you’re looking for. Hundreds of validation studies have identified more than 7,000 positive correlations based on best behavioral and cognitive fit.
At PI Consulting Group, we’ve worked with many organizations in a variety of industries to find better candidates for their talent management programs. We leverage our experience and resources to help our clients identify the people who fit perfectly with their company culture.
We’re also able to identify current team members who should be groomed for management. Finally, our methods are used to build teams of people who will work well together toward a goal and bring success to the company.