managing your talent workforce

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Talent has different meanings to different organizations – and whatever that meaning, does managing your talent have to be strenuous?

A hi-tech industry will refer to as talented to someone who understands the latest developments in technological world and brings about the changes to the organization accordingly.

However such a talented hi-tech expert will be invaluable to a fashion industry.

Therefore in my opinion the first step is to define the talent is…

  • related to and needed by you, particularly for your kind of industry
  • being sought by your competitors and should be hired by you

From the Get-Go

Mostly the human resource management cycle starts with Job Descriptions (JD).

The JD has to be created even if it’s a new job being introduced in the organization.

Besides the technical aspects of the job, personality traits cannot be let passed.

To get the most compliant job applicant you must look for:

  • Technical expertise (Employee’s basic qualification)
  • Soft skills (Make your employees adjust successfully in working environment and bring you more productivity)

Once you have identified the proficiency level in an applicant, do not overlook the need for the match between the applicant’s talent and the organization’s need that is critical to the benefits that can be gained from the hired personnel.

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managing your talent

Employees and Organization’s Objectives Should Be Brought Into Line

Once hired, the understanding of the organizations over all goals is essential.

The chances of deviation from goals or working for personal interests rather than the organization’s, can be mitigated at this early stage.

Mismanagement at this very point can create hassle later on as the chances are that the employee and management start working in conflicting directions and are dissatisfied with each other.

Consequently the overall organization’s goals will be compromised.

To help avoid this conflict…

  • Your employees must know organization’s strategic objectives
  • Have an idea how to achieve those objectives
  • You must communicate with your employees effectively so that your employees know what you are expecting out of them
  • Give them room to discuss their ambiguities

Give your employee proper guidance about the tasks and responsibilities to be performed.

It will help the newly employed to have a grasp on the areas where his/her talent is needed.

Refine Their Skills

Although the hired personnel are talented enough for your organization, yet there are ways by which their competencies can be made extra ordinary.

The better they get, the more satisfied is the employee as well as the management.

You have to work on few areas before making any training decisions for your employees’, i.e…

  • Know your employee’s core competencies
  • Assign them tasks accordingly to maximize their productivity
  • Ripen their Professional as well as people’s skills by providing trainings and consultancies

Normally encouraging a positive output and guiding when the results are not satisfactory can be helpful however a better solution is the training and development programs by the organizations.

This will not only enhance the talent of the hired, but it will increase the output of the organization, overall.

Retain Your Employees

The fear of the turnover of such trained, talented, competent employees takes over the management.

During the course of the job, motivation remains a vital factor throughout. A highly motivated employee will give his/her best in performing the roles and responsibilities.

Similarly an unsatisfied employee will only become a burden, as the output will be lower and might even switch to the competitor.

The team spirit should be encouraged and employee should have space to openly discuss his/her mistakes and learn from them.

The ideas and the talent of the employee should not be ignored; in fact they should be given a say in the important matters…

  • Develop intimacy with your employees
  • Know their intrinsic as well as extrinsic values to reward them (Remember! Money is not always the source of motivation)
  • Do not forget to recognize them formally and informally
  • Give your employees space to openly discuss their mistakes and learn from them

Every employee is in some way or the other benefiting the organization.

The overall goal of the organizations is usually profitability through increasing revenues.

We cannot deny the huge impact of the performance of the employees on these revenues.

Only a formal annual review system can make you understand the talent you have around you.

Employers have to diligently examine each and every aspect of their employees.

You should encourage your employees openly on daily basis so that they know how much they are being esteemed by their organization.

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Hafsah Nazir, HR Analyst - WorkforceGrowth
Hafsah Nazir is a human resource analyst at WorkforceGrowth and is working on barriers to talent management and their solutions.

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