Disrupt or be Disrupted with Integrated Talent Management Strategy

Talent management, undoubtedly, contains an important “training” factor in the strategy. However, the focus here is given to building a performance-based environment instead of just nurturing employees’ skills. Performance here signifies the exact type of performance your organization will require for the future.

Talent management comprises different inter-linked practices and is driven by your company’s infrastructure. It starts with having a complete well-documented understanding of the main capabilities required for performing tasks equipped with the real business intelligence for the industry.

When it comes to an effective talent management strategy, precisely nine practices top the wish list of most of talent managers. These include:

1.Performance Management
2.Hiring and Staffing
3.Workforce Planning
4.Rewards and Recognition
5.Succession Management
6.Leadership Development
7.High Potential Development
8.Employee Development
9.Talent Review

These practices neither can be placed in any specific order not can be prioritized. But they all must be integrated into the talent management strategy to be effective. Many talent managers tend to roll out one of the nine practices at a time. However, it is nothing but a waste of time, as it results in minimal effect. This is, therefore, the prime reason that several organizations—these days—have started hiring directors in the talent management space who would design, then implement, and then monitor the strategy.

Now that is more effective to give the onus of talent management to one single person, the entire practice responsibilities should be spread across training, human resources, and other specific management sponsors. It’s possible to start this initiative with the support of senior management or board of directors. But eventually it is the process involving every individual employee if it is able to gain success in achieving a long-lasting impact.

While reviewing the list of practices, it gets clear that the prime emphasis is on the talent (your employee) and the intention is to set and gain the desired result to work in today’s economy and being ready for transformation in your company’s workforce and working ambiance.

With the functions of talent managers reaching such a phase of complication, expertise and specialized skill set have created a new benchmark for this profession. Indeed, the talent management profession has reached a new level of excellence and therefore, organizations always look out for skilled professionals. Yes, repeat, skilled professionals.

Experience has its fair share of importance, no doubt. However, when it comes to specialized skill sets, updated knowledge, and expertise, certifications go a long way in adding value. Yes, Talent Management certification has gained a renewed thrust these days, thanks to the growing importance of the profession.

Research shows that the demand for certified talent managers will grow manifold by 2022, not only in the US but across the world. Given this, talent management certification institutes are being touted by both employers and employees, nowadays. However, a little bit research goes a long way in selecting the right institute without burning a hole in the pocket.