Talent management is a valuable asset to every organisation, whether industry- or service-based, and talent management plays a vital part in business growth and management.
It is a continuous Human resource process used to find, hire, train, inspire, and keep the best individuals in an organisation in order to meet organisational objectives, guarantee operational effectiveness, and generate revenue.
An efficient talent management tactic is to encourage your team to point out potential improvement areas. You can leverage alternative chances to increase your employees' skill sets and assure their personal growth. An employee's potential might be positively impacted by your team's professional growth, which will guarantee maximum output.
In this deck, you will learn proven strategies that work to keep your current employees and advance them to higher positions in the organisation.
You will also learn,
1. The talent management framework
2. The key areas of talent management strategies
3. What makes a great talent management strategy
4. Why you cannot afford to get it wrong
2. When it comes to talent,
the grass is often greener
in your own backyard.
Anne C. Graham
3. Talent management refers to the process of identifying,
developing, and retaining employees with high potential for
future leadership roles within your organisation.
This process includes recruiting and hiring top talent, providing
training and development opportunities, creating a positive work
environment, and implementing performance management and
succession planning strategies.
The goal of talent management is to ensure that your
organisation has a pipeline of capable leaders who can fill key
positions as needed to support the organisation's long-term
success.
WHAT IS TALENT
MANAGEMENT
4. WHAT IS THE DIFFERENCE BETWEEN TALENT
ACQUISITION AND TALENT MANAGEMENT?
4
Talent acquisition and talent management are closely connected, but there are important
distinctions.
Talent acquisition focuses on sourcing talent outside of the organisation organisation, and it
involves everything needed to recruit, interview, hire, and onboard talent.
Talent management, on the other hand, focuses on nurturing talent from within the
organisation organisationand providing employees with skills development opportunities, as
well as measuring their performance.
A good talent management plan brings out the best in employees.
Read more: 9 Amazing Ways the Qualities of a Good Interviewer Influences Talent Acquisition
5. What are the key areas of talent management?
Training and
development
It is expect that employers
provide the tools, guidance, and
support employees need to
further their careers.
Performance management
Reviews and check-ins with team
leaders help employees build upon
their strengths, thereby increasing
engagement and reducing turnover.
Recruitment
Acquiring talent consists of representing
the employer brand effectively,
prescreening applicants and interviewing
promising prospects.
Compensation and
benefits
Fair compensation is important, but
employers who want to attract and
retain talent should take a holistic view
of the perks and benefits they offer
beyond a paycheck.
Succession planning
Preparing for the next step
in the employee journey –
whether it’s career
advancement, retirement or
resignation – can help
people transition to new
roles quickly.
Onboarding
Introducing employees to the
workplace culture to help them feel
connected comfortable with their
team and organisation
6. TALENTMANAGEMENT
STRATEGY
A talent management strategy is a blueprint for
optimising optimising and broadening employee
performance within your your organisation.
It allows your your organisation to map out a plan
to improve and revamp your most valuable asset –
your your people.
The goal of this this strategy is to boost your your
organisation’s talent pool efficiency, retain and
attract talented employees.
Read More: 5 Strategies to Attract and Retain Talented Employees
7. STEPS IN TALENT MANAGEMENT STRATEGY
Identify and hire the right people
with the right capabilities to
grow your organisation.
Step 02
Match the right people to the
right roles.
Step 03
Accurately assess employees’
competency gaps and
accelerate their development
Step 06
Promote the most qualified
candidates into value-adding
roles.
Step 05
Identify and develop your high-
potential employees.
Step 04
Determine the primary goals of
your organisation
Step 01
8. STEPS IN TALENT MANAGEMENT STRATEGY
Business leaders and HR managers must focus not
only on hiring and retaining skilled workers but also
on aligning their career growth with the
organization’s overall goals and objectives.
With clear objectives and overarching goals in
place, you enable employees to become more
engaged in their work.
This in turn, allows them to hit personal career and
organisational milestones.
Step 01: Determine the primary
goals of your organisation
9. STEPS IN TALENT MANAGEMENT STRATEGY
Hiring the right people is crucial for the success of
your business and that's why business leader and
hiring managers should have a formal hiring process
in place when looking for new employee.
By putting time and effort into finding the right
talent, you will improve your chances of hiring the
best performers and avoiding costly and painful
mistakes.
The right talent will take your vision and execute it in
areas you no longer have the bandwidth to maintain
or don’t have the skills to do yourself.
Step 02: Identify and hire the right people
with the right capabilities to grow your
organisation.
10. STEPS IN TALENT MANAGEMENT STRATEGY
Today, roles within organisations continue to change
rapidly.
Hiring the right candidate for the right role can be
make or break for your business. It’s important that
you find the right fit in order to help your business
develop and grow successfully.
People are your most valuable resource, so it is
essential to match high-performer to the role where
they contribute to the organisation and find
fulfillment.
You can cultivate these practices and thereby
improve your talent-management strategy and
organisational performance.
Step 03: Match the right people to the
right roles.
Read More: How Hiring and Onboarding Impacts Employee Engagement & the Bottom Line
11. STEPS IN TALENT MANAGEMENT STRATEGY
High-performing employees are the backbone of
any organisation.
The old saying is true: Roughly 80 percent of the
growth of any organisation is achieved by 20
percent of its workforce. But high-performing
employees don’t just fall out of the sky, they start
as high-potential employees.
Recognising high potential in employees can help
an organisation become more efficient and retain
valuable talent.
Once, you identify these high-potential employees
it is importance you take them through trainings to
harness their full potentials
Step 04: Identify and develop your high-
potential employees.
12. STEPS IN TALENT MANAGEMENT STRATEGY
Identifying and promoting qualified employees from
within is an investment in the people that have
already invested their time and energy in the team. It
can be good for morale and speed.
Promoting internally is a people-first approach that
rewards these people's contributions. Promoting
talent from within has several mutual benefits for
both the organisation and the candidate.
Promoting from within also improves your retention
rate and engagement, serving as a positive signal to
entry-level staff. This will help also keep talented
leaders happy while keeping up with rising
expectations in the industry.
Step 05: Promote the most qualified
candidates into value-adding roles.
13. STEPS IN TALENT MANAGEMENT STRATEGY
Most employees have an innate desire to perform
their jobs to the best of their ability, hone their skills,
and achieve career advancement accordingly.
The path to those goals, however, is all too often not
straightforward.
Competency tests are unique because they assess
individuals on specific requirements for a job role,
often modelling someone’s ability against a task
they’re required to do within their role.
Adopting Workforce assessment library helps you
engage and assess for leadership capabilities in your
organisation.
Step 06: Accurately assess employees’
competency gaps and accelerate their
development
Read more: Cracking the Talent Assessment code
14. Invest in employees underperforming in
the right roles
Support when an employee is
effective in the right role
Promote employees performing
outstandingly in the wrong role
Move out employees
underperforming in the wrong role
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Talent
management
approach
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THE BEST WAYTO APPROACHTALENT MANAGEMENT
15. 1. Invest in employees
underperforming in the right roles
Although it is simpler to write off employees who are
underperforming in the right role, it is crucial for
organisations to take into account all possible causes,
such as inadequate training, a lack of resources, a lack of
clearly defined roles, and subpar supervision, before
placing the entire blame on the employee.
Otherwise, you might hire a successor who has the same
problem.
You must take the necessary steps to provide your
personnel with the appropriate training programmes and
more precisely define their roles as a result.
I
16. 2. Support when an employee
is effective in the right role
Employees that are succeeding in their current positions
deserve your support.
The goal is to keep talent by fostering their growth and
ensuring their satisfaction with their position and duties.
S
17. P
3. Promote employees performing
outstandingly in the wrong role
Employees will eventually outgrow their roles in the
workplace. Before they are hired by a rival, businesses must
choose the proper timing and promote the staff.
Frequently, employees believe they are prepared for a
promotion before you do. It is usually preferable to move
someone before you feel comfortable in situations like
these in order to keep the talent.
18. M 4. Move out employees
underperforming in the wrong role
When an employee is not performing as expected, you must
determine whether they are in the proper position or not.
You must make an investment in the workers if they are in the
appropriate positions.You must, however, transfer them into a
position that is more appropriate for them if they are in the
incorrect roles.
Read More: Internal Recruitment: How to Pick the Right Employee for Internal Vacancies
19. BENEFITS OF AN EFFECTIVETALENT MANAGEMENT STRATEGY
Right Person in the right Job
Through a proper ascertainment of people skills and strengths, people
decisions gain a strategic agenda. Also since there is a better alignment
between an individual’s interests and his job profile the job satisfaction
is increased.
Better professional development decisions:
Despite changes in the global economy, attrition remains a major
concern of organizations. Retaining top talent is important to leadership
and growth in the marketplace
Retaining the top talent:
When an organisation gets to know who its high potential is, it becomes
easier to invest in their professional development. Since development
calls for investment decisions towards learning, training and
development of the individual either for growth.
Better succession planning
People who are in the senior roles often contain specialized knowledge
that helps to complete the key business process.The talent
management strategy can help the organisation with succession
planning.
21. What we do
We help organisations solve problems around:
Staff Payroll
Management
Performance management
support
Health insurance management
Executive, Experienced and
Graduate Recruitment
Staff onboarding and
training
Staff records
management
Leave and exit
management
Background
verification
Strategy Development and
Execution
Digital Learning Function Specific
Programmes
Leadership
Development
Digital Content Creation and
Conversion
Assessment and
Development centre
Occupational testing
and Success Profiling
Independent Contractor
Management
Assessor skills training
Professional Employer
Organisation
Employer of Record
Recruitment Process
Outsourcing
22. Workforce by Numbers
17
Year-old Startup
8
Businesses
120+
Consultants
20
African Countries
8000+
Outsourced
Employees
1200-
capacity
Learning Facility
115+
Computer-based
test facility
250+
Clients
10+
Industries Served
36
States in Nigeria
