Talent management anticipates the required human capital and strategies human capital planning to meet organizational needs. The goal of talent management is to recruit, reward, and develop employees in alignment with corporate strategy.
Before recruitment begins, talent management professionals will need to do some workforce planning. Workforce planning refers to planning how many employees an organization will need to achieve their goals. For example, if an organization is going to be taking on new projects, workforce planning will help determine how many new employees will need to be hired. Once the number of employees required has been established, recruitment can begin. During the recruitment phase, organizations should focus on attracting and hiring talent that aligns with the current and future needs of the organization.
Once the right employee is hired, organizations should immerse the new employees into the workplace culture, beginning with onboarding. New employees want to feel welcomed and valued by the organization. One way to show a new employee that he or she is valued is to show them how their work will contribute to the overall vision and mission of the organization. Onboarding is the perfect time to establish an employee’s value to the organization.
An organization that rewards its employees for a job well done is more likely to retain its employees. Employees want to feel that they have made a contribution to the organization and that the leadership has acknowledged it.
Rewarding employees does not always mean paying them more. Money is a short-term motivation for employees. Some other ways to reward employees for a job well done are: offering more flexible hours, offering paid time off, or even offering better benefits. One excellent bonus that organizations often overlook is training and development. Many employees seek opportunities to develop themselves but do not have the time or money to commit to long-term educational programs. Offering development opportunities to employees is one way to show that you care about them as professionals.
Organizations need to consider the value of training and developing employees. When employees gain new skills, they are often eager to use them right away. This promotes innovation in the workplace not only from the newly trained employee but also among the employees he or she works with closely. Training and development work well when the training and development is aligned not only with the organizations’ goals but also with the personal development goals of the employee.
Organizations can direct employees to public seminars or subscription-based training services like Lynda.com, or they can create training programs in-house. One of the best reasons for organizations to develop their training programs is to align the employee’s skills-based training to the organization’s needs. Additionally, in-house training initiatives can boost employee morale when everyone feels that they are working together toward a common goal.
Use Trakstar Learn for Training and Development
Organizations can offer employees training and development opportunities at a low cost to the organization by using Learn, a learning management system. With Learn, organizations can create, host, track, and report on e-learning solutions aimed to advance employee skills and support training management initiatives. Request a demonstration of the Learn platform to see for yourself why Fortune 500 companies trust it for their e-learning needs.