3 Critical Strategies to Managing Talent

 In Topics of Interest


One of the most important things for Human Resources and Talent Management Professionals to recognize is the entirety of the employee life cycle.

Meeting the needs of employees at the following stages requires strategy, programing, procedure and accountability:

  • Recruiting & Hiring
  • Onboarding
  • Managing Performance
  • Training & Development
  • Promotion & Succession

But how do overextended (and sometimes understaffed!) HR departments tackle all of this?

The answer is simple: one step at a time.

You don’t have to have all of your bases covered, but you do have to know what the bases are and which ones need your attention.

Here are three strategies or approaches to consider:

Make Talent Management a separate function.

Organizations are starting to focus talent management efforts by making it its own function within, or related to Human Resources. When you have a staff all trying to do everything, a little bit of everything gets done. Evaluate the skills of people on your team.

  • Who is great at creating employee engagement or rewards programs?
  • Who engages with others with enthusiasm and has training experience?

If you want to manage talent, make it a point to define this as a concentrated effort, role or department.

Create a Training Plan

Training plans are critical for employees at all levels. From those onboarding into a new job to developing managers and leaders in areas of communication or conflict resolution –  you must first conduct a needs analysis. How do you do this? Finding out the training needs of employees is as simple as conducting an anonymous training needs survey. Employees will tell you EXACTLY what their needs are. Use the training survey to map out a training plan. Do what you can now with the resources you have, but take the first step.

Team Build, Team Build, Team Build

How often to provide opportunities for employees to engage and connect with each other? If you want to retain people, build relationships, increase organizational loyalty and build enthusiasm for coming to work, you MUST plan opportunities to team build. On a tight budget? Do something monthly and casual like a team lunch and ask people to make their favorite dish. Have more resources? Take your team to a 1-day team building training and watch the difference it makes in people working together productively.

Don’t go it alone. Get access to your own HR & Training Consultant by joining us for our Midwest Native American Human Resources Conference and Talent Management Training coming to Oklahoma City this October!

This unique and hands-on training forum is geared towards Human Resources Professionals interested in integrating the most cutting edge human capital management practices into their existing approach to hiring, training, and managing the performance of their workforce.

This is an incredible opportunity to bring your ENTIRE HR team to brainstorm on many of your talent management needs. You can team build with your department and come back home with a wealth of resources.

This training is limited to 75 participants and WE WILL SELL OUT. Check our agenda and get information about registering here.

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