Optimising Talent Management

Talent Management is one of those words when you ask people about it, you are likely to get a variety of answers as people have different ideas of what it means. Some see talent management as the systematic identification and advancement of A-performers into A-positions (exclusive view). Other see talent management in a more inclusive light where every employee has talents and it is about the strategic use of employee’s qualities and skills so they can contribute optimally to achieving the organisational objectives. Others view talent management as the ability of an organisation to align the needs of the employee with the goals of the organisation. This is one of the challenges facing organisations today as they don’t have a common and agreed upon language for talent management. Not to mention the challenges that come from not having the right conditions/environment in place to nurture talent management practices such as harmonised organisational goals and supporting organisational culture.

To what extend are you able to create an environment that meets the needs of your employees and allows them to contribute their best to the organisation’s objectives?

Talent management is about the ability of an organisation to attract and keep the right people, whilst enabling an environment that meets the needs of their employees and allows them to thrive and contribute their best to the organisation’s objectives. It is about aligning the needs of employees with the objectives of the organisation. A balancing act where talent management is not only defined from the perspective of the organisation, but also from the perspective of the employee. Employees as resourceful co-creators of the success of the organisation. When we talk about employee needs, we refer to things like reward packages, work-life balance, career advancement opportunities, sense of community and sense of purpose. Employees can attach different levels of importance to these components. With organisational objectives, we refer to the organisation’s ability to deliver real value to their clients, stakeholders and employees and the continuity of the organisation.

Talent management is therefore an ongoing act of dialogue & alignment between the organisation and its employees that requires a multi-disciplinary approach and involves:

  1. Recruitment including a strong EVP
  2. Learning & development including onboarding
  3. Managing performance and employee wellbeing
  4. Reviewing your talents, career advancement & succession planning
  5. Off-boarding

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Contact us today for a talent management scan for your organisation

What to expect?

  • The intake meeting takes place to discuss your wish to optimise your talent management infrastructure and practices, after which a proposal is sent
  • The organisational scan takes place
  • Your talent management report is sent to you, giving you insight into your current talent management capabilities, recommendations and conditions for success specific to your organisation
  • Consultancy meetings take place to discuss the report and your next steps in further optimising your talent management infrastructure and practices
  • We provide support (either consultancy and/or program management) to help implement your talent management plan

Book your free intake meeting today!

Would you like to discuss how you can take your talent management practices to the next level? Feel free to contact us for a free intake meeting