talent management in organisation culture

A tone deaf will never be able to appreciate the music of maestros. Only a seasoned jeweller would know that all that glitters is not real! And, only those who can recognise the worth of a diamond can value it, for others it’s just a stone! Talent is doing easily what others find difficult. In an organisation, there is nothing more crucial than fitting the right employee in the right position. Or else you would be trying to fit a square peg in a round hole.

When people do jobs that just don’t suit their liking, inclination or temperament, the results, or rather the lack of them, will be disastrously obvious. Low productivity, dissatisfaction, low morale, absenteeism and other negative behaviour will become typical till the employee is shown the door. Or perhaps, there is another option – Talent Management. Talent management implies recognising a person’s inherent skills, traits, personality and offering him a matching job. Every person has a unique talent that suits a particular job profile and any other position will cause discomfort.

It is the job of the Management, particularly the HR Department, to place candidates with prudence and caution. A wrong fit will result in further hiring, re-training and other wasteful activities. No matter how inspiring the Leaders are, they are only as effective as their team. A team’s output is healthy only if the members are in sync. To achieve such harmony, the key ingredient is “putting the right people in the right jobs”. While there is no magic formula to manage talent, the trick is to locate it and encourage it. Talent Management is beneficial to both the organisation and the employees.

The organisation benefits from: Increased productivity and capability; a better linkage between individuals’ efforts and business goals; commitment of valued employees; reduced turnover; increased bench strength and a better fit between people’s jobs and skills. Employees benefit from: Higher motivation and commitment; career development; increased knowledge about and contribution to company goals; sustained motivation and job satisfaction. So, how does an organisation effectively manage talent? Recognise talent: Notice what do employees do in their free time and find out their interests.

Try to discover their strengths and interests. Also, encourage them to discover their own latent talents. For instance, if an employee in the operations department convincingly explains why he thinks he’s right even when he’s wrong, consider moving him to sales! Attracting Talent: Good companies create a strong brand identity with their customers and then deliver on that promise. Great employment brands do the same, with quantifiable and qualitative results. As a result, the right people choose to join the organisation.

Selecting Talent: Management should implement proven talent selection systems and tools to create profiles of the right people based on the competencies of high performers. It’s not simply a matter of finding the “best and the brightest,” it’s about creating the right fit – both for today and tomorrow. Retaining Talent: In the current climate of change, it’s critical to hold onto the key people. These are the people who will lead the organisation to future success, and you can’t afford to lose them. The cost of replacing a valued employee is enormous.

Organisations need to promote diversity and design strategies to retain people, reward high performance and provide opportunities for development. Managing Succession: Effective organisations anticipate the leadership and talent requirement to succeed in the future. Leaders understand that it’s critical to strengthen their talent pool through succession planning, professional development, job rotation and workforce planning. They need to identify potential talent and groom it. Change Organisation Culture: Ask yourself, “Why would a talented person choose to work here? If the organisation wishes to substantially strengthen its talent pool, it should be prepared to change things as fundamental as the business strategy, the organisation structure, the culture and even the calibre of leaders in the organisation. A rightly managed talent turns out to be a Gold Mine. It’s inexhaustible and priceless. It will keep supplying wealth and value to the organisation. In turn, Management needs to realise its worth, extract it, polish it and utilise it. Don’t hoard Talent- spend it lavishly, like a millionaire flashing his luxuries, because Talent is Wealth!

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