Talent Management
Talent Management
7 Steps to Achieve Business Goals through Talent Management
Does your organisation need:
- High performing employees?
- Better Customer Satisfaction?
- A Competitive advantage?
- Higher revenue?
Talent management is the answer! Why?
Talent management creates value for all companies. It is the psychological and scientific approach used to help organizations reach their business goals. Talent management is an organization’s ability to recruit, retain, and produce the most talented employees available in the job market.
At Mind Reframe we help organisations to attract, develop and retain talent.
The purpose of talent management is to increase performance.
This involves developing a Talent Management Strategy. We help organisations to develop, adapt and maintain a Talent Management Strategy that is aligned to their organisation’s strategy and business objectives.
How?
The 7 steps involved in Talent Management are:
1. Assessment of organizational goals.
2. Workforce Planning
3. Talent Acquisition and Retention
4. Onboarding
5. Performance Management.
6. Learning and Developing
7. Succession Planning
Let’s Elaborate!
1. Assessment organizational requirements.
• This is a very important step and is pivotal to the success of the whole talent management process.
• This step involves identifying what the organization aims to achieve in terms of talent, and determining what qualifications, characteristics and skills would be needed to achieve those goals.
• The internal (culture, history, capabilities) and external forces (political and economic factors) needs to be taken into account here.
2. Workforce Planning
• As the word suggests, this step in Talent Management has got to do with planning!
• Workforce planning involves analysing and anticipating current and future staffing requirements and formulating action plans (talent management interventions) to ensure organizations have enough qualified individuals with the right skills at the right time.
3. Talent Acquisition and Retention
• Now that you have a workforce plan, the natural next step in Talent Management is to attract a healthy flow of acceptable applicants based on the job analysis.
• As part of Talent Management, Talent Acquisition recognises that people (or talent) can play a huge role in an organisation’s future successes.
• Another important factor to consider is hiring candidates with the right person-Organisation fit, significantly improving the chances of better employee engagement, higher employee satisfaction, and usually better performance.
The Different Steps in Talent Acquisition include:
o Compiling a Job description
o Recruiting and Attracting
o Interview
o Psychometric Assessment
o Selection
• At MindReframe we have various smart Talent Acquisition tools and strategies available, these include Data Analytics, Job Profiling and Psychometric Assessments, Shortlisting quiz, AI, Social Media assessment etc.
Book a consult and see how science can help you attract, hire and retain the cream of the crop.
4. Onboarding
The World’s leading companies are now focused on having the best on boarding process in the market. WHY?
- A strong onboarding process increases the chance of a positive work experience.
- It can lead to a win-win relationship between a new hire and your organisation.
- 70% of organizations see greater new hire productivity.
- Research suggests 82% higher retention rates for new hires.
Onboarding is no longer a single one-day event, but an ongoing process involving management and other employees that can last up to 12 months.
It is the first impressions and lessons learned that will determine whether top talent will stay or leave in the long run. Training and support play a large role in setting the tone for the new hire. An intelligent onboarding experience strategy, informed by a set of key best practices, will help your company maximize each new resource that becomes part of your workforce.
Psychometric Assessment and Onboarding!
MindReframe has solutions available that focuses on the new hire’s key strengths and provides useful tips on capitalising on these strengths to make the onboarding a more positive and manageable experience.
An onboarding report can be used at all levels of work and will positively impact Return on Investment (ROI) of new hires.
Benefits:
o Expectations can be managed between new recruits and the organization.
o Enable an organisation to create Tailored objectives and developmental plans
o Accelerates workplace effectiveness.
o Time to productivity decreases.
o Facilitates better working relationships on all levels.
o Retention improves due to a more positive onboarding experience.
5 Steps to Successful Onboarding Process
We always start with the following questions.
- When will onboarding start?
- How long will it last?
- What first impression do you want new hires to walk away with?
- What important information needs to be shared with the new hires about the culture and work environment?
- What will HR’s role be in the process? Who else will have to be involved?
- What goals will be set for new hires?
- How will you capitalize on their strengths?
- How will you evaluate and monitor the process and get feedback?
Once these questions have been fully answered can an organisation’s HR professionals and management start to devise plans for a successful onboarding process.
MindReframe assist organisations in answering these questions and assist with a tailormade onboarding process.
See below for an outline.
5. Performance Management:
Want help to:
- Measure the performance of employees?
- Align mission, goals and objectives with available resources and systems?
- Set priorities in terms of performance management?
It is concerned with creating a work environment that enable employees to perform their best.
Book a consultation with a Consultant Psychologist at MindReframe to discuss your Performance Management needs.
6. Learning and Development
Organisations do not train and develop their employees for the sheer sake of it, they do so to gain a competitive advantage in the marketplace!
” The only thing worse than training your employees and having them leave is not training them and having them stay!” Henry Ford, Founder Ford Motor Company
From an Organisations perspective this makes a lot of sense!
• To continuously grow as an organisation, there needs to be opportunities for employees to continuously develop.
• It entails adapting skills to an ever-changing environment.
MindReframe offers Learning and Development Solutions you can trust!
• Competency Assessment and Development
We Assess competencies needed to perform optimally in a job and then identifying development gaps and plans. We have catered for various companies with regards to developing competency frameworks.
• Leadership Development
Leadership Development and Coaching is one of MindReframe’s passions and we strive to deliver innovative and up to date solutions to keep leaders at the top of their game.
Some of our offerings include:
- Customised Leadership Experience that are progressive and transformational.
- Leadership Assessment and Development
- High Potential Acceleration
- Executive Leadership and Coaching Solutions
We guide and provide leaders with the necessary skills and as well as tools to enhance employee performance and to develop a productive and positive workplace culture. - Career pathing
As part of Talent Managements Strategy, we map career path scenarios within an organization. This empowers employees and provides them with possible career options and moves in their organisations albeit vertical, lateral or cross-functional moves. This further helps employees become aware of skills, competencies and education needed to progress into a desired path. - Graduate Training Programme
MindReframe assists with Graduate Training to help bridge the gap between studies and the world of work. Graduate training programmes ease graduates into the work environment and provides them with the skills necessary to become part of the larger team.
7. Succession Planning
The last part but not the least part in the Talent Management Process is Succession Planning.
Why is Succession Planning important?
Every Company needs a back-up plan! Employees in key and critical roles leave or retire. With succession planning it is possible for employers to identify potential candidates for a role and then develop and groom them into the role, so that when the position becomes vacant, the organisation can have a competent substitute.
The real question that needs to be asked is, ‘” What consequences will there be for the organisation if there is no successor in place for a critical key role…?”
Have you asked yourself this question?
If you do not like the answer, please read on!
As Industrial and Organisational Psychologists MindReframe can help your organization:
Succession Planning is all about aligning an organisations strategic goals and human resources to ensure uninterrupted delivery of service by making sure that the “right people are in the right place at the right time”.
Succession planning and leadership development goes hand in hand in the talent management process. What could be more important to an organisation’s long-term health than the choice and cultivation of its future leaders?
And still, while organisations can produce meticulous lists of candidates who could step into a key executives’ shoes at any moment, most newly appointed leaders fall alarmingly short of the skills needed to perform effectively in that critical role. Why?
YES!! It is because proper succession planning and development may have fallen short in the talent management process.
The world is changing rapidly and becoming more volatile and uncertain, it has become extremely important to have a back up plan with regards to your key role positions.
Do not get caught in the trap of waiting until it is too late. Start today and ensure a more productive and certain future.