Was sind die wichtigsten Überlegungen bei der Entwicklung einer Talentmanagement-Strategie?

Consider what your needs are today and anticipate your future needs. Your current gaps should be filled, but do not underestimate the power of connecting and networking with candidates who could add value down the line. Having talent ready to plug-into the organization as you create new roles and departments will prevent any lapses in efficiency and will help retain your current team as the workload grows.

An Effective Talent Management strategy requires consideration of Business goals, recuiting the right person, identifying the key roles, succession planning, training and development, technology and many more. If every individual will align his personal goal with Business goal, it will certainlly grow.

1) Align with business goals - The talent strategy should support overall business objectives and needs. Identify key roles that drive business results and prioritize building talent pipelines for those jobs. 2) Focus on retention - Retaining top performers is cheaper and more effective than replacing them. Develop engagement, growth and advancement programs to keep talent. 3) Data-driven decision making - Use workforce analytics to predict attrition risks, calculate return on investment of programs, and pinpoint development areas. Leverage data to refine the talent strategy over time.

For any strategy in an organization to work, it needs to align with the where the company is heading to so does the talent strategy. The vision and values help define the fundamental purpose and identity of your organization. When your talent strategy is aligned with these principles, it ensures that you are bringing in employees who share the same values and believe in the vision, leading to a committed workforce.

Developing a talent management strategy is crucial for attracting, retaining, and developing the best employees for your organization. Here are some of the most important considerations when crafting an effective talent management strategy: Alignment with Business Goals: Your talent management strategy should be closely aligned with your organization's overall business objectives. Ensure that the talent strategy supports the achievement of the company's mission, vision, and strategic goals. Identifying Critical Roles: Identify key roles that are critical to the success of the organization. Focus your talent management efforts on recruiting, developing, and retaining talent for these positions.

When developing a talent management strategy, key considerations include aligning with organizational goals, identifying and nurturing key talents, fostering a culture of continuous learning, promoting diversity and inclusion, and establishing effective performance management processes.

Crafting an effective and dynamic talent strategy involves aligning with organizational goals, prioritizing cultural fit in recruitment, investing in ongoing development, planning for succession, setting clear performance expectations, embracing diversity, staying adaptable to industry shifts, leveraging technology for efficiency, and fostering effective communication. Regular evaluation and adjustment ensure continued success in attracting, developing, and retaining top talent.

When considering the attributes that attract the strongest talent to your organization, determine that they are the same attributes to retain the best and brightest in your organization.

When developing a talent management strategy, key considerations include alignment with business goals, effective recruitment, and onboarding, continuous learning and development, performance management, succession planning, fostering employee engagement, promoting diversity and inclusion, implementing retention strategies, leveraging technology and analytics, addressing legal and ethical considerations, and ensuring adaptability to changing business conditions.

Las base para iniciar cualquier negocio o relación, es poder tener una comunicación clara, directa y honesta, por lo tanto en la medida en la que se tenga un conocimiento claro de la visión y valores de una empresa, será posible transmitirlos a nuevos talentos, empatizar y hacer equipos alineados a objetivos concretos.

Here are key steps and considerations: Performance Metrics: Establish clear performance metrics and KPIs for your talent. This could include metrics related to deal closure rates, property occupancy, revenue generation, and client satisfaction. Potential Assessment: Identify high-potential employees within your organization. Who has the capacity and desire to take on leadership roles in the future? Gap Analysis: Conduct a gap analysis to identify disparities between your current talent pool and your future needs. Where are the shortages or areas of potential risk? Succession Planning: Develop a succession plan to address leadership gaps. Ensure you have a strategy for developing and promoting talent from within the organization.

Todos los días se enfrentan nuevos retos en una organización, y por lo tanto se tiene la oportunidad de evaluar las las habilidades y las área de oportunidad de una organización y de los equipos. Es la oportunidad perfecta para conocer los puntos en los que se debe trabajar y tener acciones concretas que permitan desarrollar mejor el talento actual y abrir oportunidad a quién pueda aportarnos experiencias nuevas.

Succession planning is the identification of key positions and employees within the organization who have the potential to fill those roles. By developing a robust succession planning process, organizations can ensure that key positions are filled by qualified candidates, minimize disruptions, and create a pipeline of talent for future growth.

Sometimes it's not all about the highest wage to attract and retain top talent. Create a strong employer brand that showcases your unique selling points, and offer a competitive total rewards package that includes benefits, bonuses, and perks. In addition highlight social responsibility for building trust and reputation.

To attract and retain top CRE talent, craft a compelling employer brand and value proposition. Showcase industry-leading benefits, career growth, and a vibrant company culture. Set yourself apart, foster trust, and bolster your reputation.

Transmitir los principios y objetivos de una forma clara a los nuevos talentos, es sumamente importante, porque es el primer paso para construir empatía con el talento que llega a una organización. En la medida que la empatía se desarrolla entre los individuos y la organización, es posible ver alineados en el día a día acciones y objetivos en común y construir en equipo un "GANAR- GANAR".

In the fourth step, put your talent acquisition and development programs into action. Source, recruit, and select candidates aligned with your CRE needs. Onboard, train, and coach effectively. Provide continuous feedback, recognition, and support to nurture talent quality, fit, growth, and retention.

En la práctica me ha funcionado, implementar en las entrevistas situaciones prácticas y conocer la forma en la que las personas reaccionan a momentos incomodos, chistosos, complejos, ya que considero que no todo es conocimiento, cuenta mucho la actitud.

Developing talent is key to the success of any organization. Organizations should provide ongoing training and development opportunities to ensure that employees are equipped with the skills and knowledge necessary to excel in their roles. By investing in employee development, organizations can foster a culture of continuous learning and growth, enhance employee satisfaction, and promote employee engagement.

In the final step, continuously monitor and enhance your talent management outcomes in line with your vision and values. Employ metrics, data, and stakeholder feedback for evaluation. Identify and implement best practices and improvements. This ongoing process ensures efficiency, effectiveness, satisfaction, and alignment with your organizational goals.

Medidas avances, pero no como un examen. Los avances se miden día a día, en forma concreta con objetivos en el corto plazo, lo cual permita tener un conocimiento constante y la oportunidad de mejorar y corregir planes en el corto plazo, para estas acciones tenga el mejor impacto en el mediano plazo.

I take my lessons in Talent Management from my days as a Talent Manager in the entertainment industry. My success was directly tied to the career I was able to help create for the talent I represented. This meant I invested time in understanding where each individual wanted to go in their career, then helped to design a path to get there. This article has excellent pointers on how to find and retain great talent. The element that can turn your talent management efforts into a no-equal employee experience is the systems and processes that can allow you to meet the needs of every employee in their journey with your company. Treat each of them as if your success depends on theirs...because it does.

Necessário estar profundamente conectado com os objetivos do negócio. De acordo com onde o negócio precisa chegar, mapeia-se as habilidades necessárias para se chegar lá, logo na sequência mapeia-se as habilidades existentes na organização, para depois definir estratégias para cobrir as lacunas entre o que se precisa e o que se tem dentro de seu ecossistema. Definições importantes são tomadas como se vamos desenvolver talentos ou se precisamos oxigenar a base, buscando novos talentos do mercado (Build ou Buy strategy), quais são os programas e processos que precisam ser criados e quais precisam ser descontinuados, além de refletir sobre o processo de gestão de mudança necessário para colocar em prática a estratégia definida.