As a talent optimization partner, we develop great candidates and pair them with progressive companies. The result? We help you create the workforce you need through adapting these four pillars of talent management:
- Talent Development (including Leadership Development)
- Talent Acquisition
- Rewards and Recognition
- Performance Management
Optimizing your talent management philosophy and practice is your number one strategy It will help you drive retention and performance. Planned and executed effectively, it will also enable the organization’s goals. Following is a a high-level overview of each area we will be cover in detail in the coming weeks.
Talent Development
Talent Development is your first line of defense. Without the skills your business needs to remain competitive the future will not come. This is not just about developing your leaders. You must develop your entire workforce. If you fail here you will not succeed. Or if you do, it will be at a tremendous cost to sustain.
The Association for Talent Development (ATD), reports organizations that have comprehensive training and performance coaching have 218% higher income per employee. The same companies report a 24% higher profit margin. Yet research also shows most companies lack activities that foster development.
Developing people effectively means aligning your people strategy with your business strategy and culture. This helps you understand where you have been, and where you are going. Only then will you know where the gaps are and be able to upskill and hire.
To do this effectively, ensure to start with buy-in from your leaders. Then build a plan to support and develop them to get results. Unfortunately, there is no one-size-fits-all approach. But there is research, and resources, to help you find your way.
Talent Aquisition
How does your company find the skilled professionals you need? We are not just talking about filling vacancies. Recruitment is only part of the equation. What is your strategy to find the people who will take your organization into the future?
We want to help you add value through:
- Continually attracting candidates from the top 1% of professionals, even when you are not looking for a specific new team member
- Finding candidates for positions with a specialized skill-set
- Long-term human resources planning
Rewards & Recognition
Rewards and Recognition is a broad category that covers monetary and non-monetary Compensation. It also encompasses formal/informal recognition. These are highly personal motivators. Organizations must be flexible in their approach to allow leaders to be creative.
In the article, we will talk about the diverse activities and programs. We will also offer simple solutions to meet your employees where they want to be met. Because The Hire brings you the best people, and helps you keep them!
Performance Management
Performance Management is dependent on all the pillars. After all, the Performance Review is likely the most debated topic in talent strategy. In this final article in the series we discuss the history, different methods, and get a peek into the future.
That is all for this week. Come back next week for a deep dive on the value of Talent Development – because cultivating absolute stars is what we do!
Managing Performance is not easy.
Managing Performance is not easy. But it IS a leader’s primary responsibility to the organization and those they lead. It requires deep knowledge of the company, the work, and each of the individuals on the team. Therefore, if you are not talking in-depth to each direct report at least twice a month, consider whether the reporting relationship is appropriate. Everyone might be best served by them reporting to someone closer to their day-to-day. Because you cannot effectively manage what you do not understand.
We hope our Talent Optimization series has provided you with some helpful information. If you would like one-on-one support, please get in touch. We would be happy to help you get in the best position possible to attract, hire, and keep top performers!
