5 Actions to Emphasize in Developing Talent Management Strategy

September 1, 20201:49 pm1894 views
5 Actions to Emphasize in Developing Talent Management Strategy
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Talent Management is a systematic approach to performance excellence achieved by creating a culture of continuous improvement, high engagement, workforce capability and capacity through integrated talent strategies. It is a learning and development program that is aligned with a company’s mission, vision, and core values. Talent Management requires that organizations recruit, retain, and reward top talent and match the right people with the right roles to support the overall organization’s goals. 

Talent management identifies mission-critical positions, gaps in the workforce, and high performers. Through personnel management, achieving optimal performance is influenced more by preparing workforce members to handle present and future challenges and less by simply adding more employees. The adoption and implementation of a talent management program provide opportunity for organizational leaders to improve organizational performance despite not increasing workforce size. 

See also: Critical Foundations of Talent Management 

Organizations need to foster a culture of learning and engagement so that employees are empowered to make government more efficient and effective. Government needs to offer customized learning opportunities that develop and sustain a high performing workforce. Public sector leaders are responsible for developing and retaining top talent by building a continuous learning culture that equips employees, supervisors, and leaders with the tools needed to excel in their roles to achieve the strategic business goals and objectives and serve the citizens with efficiency and effectiveness. With this, here are considerations for action and areas of emphasis in developing a talent management strategy:

  • Public sector HR must educate itself not only on what is talent management but also the urgency for implementing staff management strategies within the organizational culture.
  • Revisit and revise antiquated employment rules, policies, and procedures to address the needs and expectations of a changing workforce and demands of a diverse customer base in order to be recognized as an employer of choice.
  • Understand the roles and responsibilities of executive leaders, senior-level leaders, and employees in the staff management process, referencing the roles and responsibilities talent management tool. 
  • Create a culture that focuses on employee engagement and organizational values by emphasizing the importance of leadership development, and workforce and succession planning to build bench strength and grow and prepare leaders for the future.
  • Revisit and revise policies and practices around classification and compensation. Make adjustments that do not result in adverse consequences to employees moving laterally within the organization. This adjustment includes not only compensation but minimum qualifications. 

Talent Management is the heart of all HR programs and services. It is the way HR professionals assure organisations have the right people, in the right place, at the right time, with the right set of skills to move the organization forward. Creating an integrated systems approach to personnel development better enables the HR professional to meet the evolving needs of the agency and the workforce of the future.

Read also: HR Cheatsheet: The Essential States of Talent Management

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