In Business Since 2001 We accept Paypal
Home Article Directory
More from Bill Platt
"Bill Platt for Book Authors" Youtube Channel
Training for Book Authors
Other Resources for Book Authors & Publishers
FictionPlots.com (350+ Plots & counting)
Please Support Our Advertisers

 
D9 Hosting


Impactful Talent Management: The Five Essential Dos

Copyright (c) 2010-2023

Talent Management Programs can seem daunting and cumbersome to leaders and HR inside organizations. Yet, when you refer to the "talent" of the company, you are referring to the most precious commodity within an organization. Companies do not exist without people and when you think of and plan for the appropriate development of these precious commodities, things can get complicated and seem complex. However, if you keep in mind that people are people and we are all one of them, it really can simplify what often seems to be quite complex. We all know how we like to be treated and what motivates us and keeps us engaged in our work. We all also know that this is unique for everyone; however, if you follow the Five D's of Impactful Talent Management (or consider these the five "dos"), your organization can implement impactful yet simple talent management and development programs.

1. Define What You Are Talking About.

The first "Do" is to have clear definitions. You want to be clear what you mean when you refer to the "talent" of an organization. Is it the entire workforce or is it a subset of the workforce who is considered "talented"? Most companies use talent synonymously with "employees" or "workforce"; yet, some refer to "talent" as the high potential employees. Neither is right or wrong, but the most important thing is to be clear with your definitions. If talent equates to the overall workforce, then who are the high performers or high potentials? Are they just that (high performers or high potentials) or are they called something else that distinguishes them from the overall workforce? Whatever you decide to call your workforce and your high performing and high potential employees is fine; just remember to define it clearly and be sure everyone is on the same page and speaking the same language. You must also define the critical roles and leadership positions within the company that require the development of specific talent and skills. These types of skills required can then become the focus of the development programs for the talent in the organization. Defining all of these things to ensure that everyone is speaking the same language is the first "Do".

2. Describe What It All Means; Be Transparent.

Next is to be transparent about the talent management definitions, process, and programs. You must be open with your workforce so that they understand what it all means to them. Refer back to the opening paragraph about treating people like people and reflect for a moment about yourself. Do you operate much better and feel much more comfortable and confident when you have an understanding about your career development and the process your company employs to manage and develop employees? The same applies to the rest of the workforce in your organization. They want to know how they are performing and understand what their potential is and what their possible career paths may be. Be up front about this information with the employees and be sure they are well educated on what it takes to advance within your company as well as what it means if they choose not to advance.

3. Discuss Career Aspirations With Employees.

This next "do" is vital to ensuring that your talent management and development programs are impactful. You must know what employees' career aspirations are before planning out their career development path. You must also know what motivates and inspires them at their particular career stage (i.e., young professionals might be motivated by something drastically different than mid-career professionals who have families at home). Often times, leaders decide that an employee is high potential and could possibly be the next CEO of a company because of the employee's performance and drive. However, what if that employee has no desire to be the CEO of the company? It is unlikely that this individual will continue to be successful moving toward that position if he or she does not want it and are not committed to doing what it takes to get there. You must have an open honest discussion with employees about what their aspirations are and whether or not they are willing to do what it takes to reach their desired goals. In the same vain, it is important to know if employees' aspirations are completely out of alignment with their performance. For example, if an employee expresses desire to be the CEO of the company but, based on past performance and a seemingly unwillingness to take on new assignments, it is clear to the leaders and HR that this person will never advance past a Director-level position, then someone must let this person know the hard truth. Someone must tell him that his aspirations are not in alignment with his performance and then let him know what he must do to better align with his aspirations. It then becomes the employee's choice as to whether or not he can or will make the effort to do what is required and becomes a test of time to determine whether or not he can be successful in his efforts. It is truly impossible to plan appropriate talent development without understanding the individual employee's career aspirations.

4. Decide Who Belongs Where.

This next "do" is when the various talent identification processes and tools come into play. After you have your definitions of the "talent" in the organization and the critical positions for which you need to ensure you have a pool of skilled employees for, it is time to decide who belongs in which category. This is also where leadership and 360 assessments and performance ratings, as well as the important career aspiration discussion results come into play. These all aid in determining who has the skill and the ability to take on certain positions and who may have the potential to be in a role eventually, but perhaps may need some additional development to prepare for the specific role. These decisions around who belongs in what talent pool and who is considered a high potential versus a subject matter expert, versus a critical technical leader will all feed into the specific talent development plans for the workforce.

5. Differentiate The Development.

The final "do" is to actually pull together specific and differentiated development plans for the employees. This type of development can take several formats. First, you want to consider development for all; that is, the general leadership development and basic technical skill development that will be required of all employees in the organization. Next, you want to have special differentiated talent development for the high potential employees who will be the future senior leaders of the company or have been identified to fill critical technical positions in the future. Oftentimes companies have very targeted and focused development courses for this population. And lastly, you want to be sure each employee (especially those high potential future senior leader) has a specified, differentiated development plan to address his or her specific development needs. This type of plan needs to be developed in conjunction with the employee, their leader and the HR department so that it is a managed plan. This will help to ensure that these individuals get exactly the type of growth they need to be ready for the future critical leadership roles.

If we go back through these five "D's" to simplify yet create impactful talent management solutions, we can see how they all are items that each of us, as individuals, would respect and want from our companies and leaders. Remembering to treat people like we want to be treated keeps things in perspective and oftentimes can help simplify seemingly complex items.


About The Author: Shop Amazon - Top Gift Ideas
Andria Corso is an Executive Coach and Human Resources leader who works with clients to develop leadership skills and talent strategies that align with business strategy and drive results. She is the principal owner of C3-Corso Coaching and Consulting, a premier executive coaching and strategic HR consulting firm specializing in the design of customized coaching and performance excellence programs for companies looking to increase employee engagement and deliver outstanding results. Visit http://www.andriacorso.com/ for more information on how C3 can help you or your company.

VOTE ON THIS ARTICLE
Needs Work >> 0 - 1 - 2 - 3 - 4 - 5 << Excellent Article

Tell our authors what you think about their article.



Top-Level Category: Business Offline Articles || Related Categories: Business Online Articles

10 Most Recent Articles Written by Andria L. Corso

Delivering Effective Performance Feedback - Simple Steps for Success
Written by: Andria L. Corso | Distributed: 2010-04-13 | Word Count: 989 | Page Views: 8273 | Votes: 6 | Rating: 0.50
Delivering performance feedback does not need to be difficult. Follow the guidelines and feedback delivery model outlined in this article and you will create a more simple and effective process to deliver effective performance feedback.

Conducting Effective Career Aspiration Discussions with Employees
Written by: Andria L. Corso | Distributed: 2010-03-10 | Word Count: 690 | Page Views: 13639 | Votes: 12 | Rating: 1.33
Enhance your talent management and development programs through conducting career aspiration discussions with your employees. Find out where they want to grow their career to determine if it matches your business needs. This will enable you to differentiate your employee development to grow the future leaders of your company.

All of Author's Articles on this site:

Most Recent "Business Offline" Articles

How To Build a Strong and Powerful Business During a Recession
Written by: Trey McMartin | Distributed: 2011-11-10 | Word Count: 987 | Page Views: 6711 | Votes: 6 | Rating: 0.83
During a recession, most business owners pull the reins on advertising budgets, fearful of what tomorrow might bring... Those who remain fearful have forgotten what made them the success they are today... They have forgotten that they have a God-given talent to overcome the incredible obstacles in their paths.

SEO Lessons from Local Businesses
Written by: Trey McMartin | Distributed: 2011-11-09 | Word Count: 945 | Page Views: 6795 | Votes: 5 | Rating: 0.40
More than once in the six years that I have been providing SEO services for websites, I have had the opportunity to discuss with individual business owners their search engine optimization needs. Now and again, I run across an individual business owner who is quick to say that SEO is absolutely worthless. When confronted with such an absolute statement, I like to press for details. It has been my experience that people who speak in negative absolutes will have a horror story to share.

Where Will FDA Target Next? What IVD Manufacturers Should Know Before Their Next FDA Audit
Written by: Norm Howe | Distributed: 2011-09-12 | Word Count: 706 | Page Views: 537
Medical device manufacturers are always interested in knowing what FDA's next area of focus will be. Well, if you're an In Vitro Diagnostic manufacturer you might review your measurement systems.

Online Fax - 10 Reasons To Get An Online Fax Service
Written by: Titus Hoskins | Distributed: 2011-09-12 | Word Count: 560 | Page Views: 542
Online faxing is the new more modern way to fax. If you or your company is not using an online fax service, here are 10 good reasons why you should get it.

Best Effort Essential for the Job Interview
Written by: Barbara Wulf MS, ACC, CPCC | Distributed: 2011-07-30 | Word Count: 676 | Page Views: 632
Interviewing will determine if you are the right person for the job. These tips will help you make the job interview a success.

Go Green With Your Career Search
Written by: Barbara Wulf MS, ACC, CPCC | Distributed: 2011-07-28 | Word Count: 636 | Page Views: 5569 | Votes: 4 | Rating: 0.50
Many of the qualities of green living, like recycling and sustainability, can apply to a career search, even if the career is not directly associated with green industries.

ReCareer in the Second-half of Life
Written by: Barbara Wulf MS, ACC, CPCC | Distributed: 2011-07-26 | Word Count: 525 | Page Views: 5561 | Votes: 5 | Rating: 1.20
Many of us worked the first half of our life to "fit" the job description. ReCareering is about finding the right fit, being selective, being creative, being fulfilled and being intentional about how you spend your time.

Up in the Air
Written by: Barbara Wulf MS, ACC, CPCC | Distributed: 2011-07-24 | Word Count: 678 | Page Views: 598
When looking for work or changing careers, go beyond researching on the internet and reading articles. Find out how you can learn from the art of listening and having a conversation.

Salon and Spa Owners: Which Monk Are You?
Written by: Dan Lok | Distributed: 2011-07-05 | Word Count: 477 | Page Views: 6360 | Votes: 7 | Rating: 1.00
Too many salon and spa owners are carrying around a lot hurts, regrets, guilt, past failures and fears about the future. But no one is forcing you to carry these emotional rocks, so put that sack down!

The Single Most Profitable Day You Spend on Your Spa or Salon!
Written by: Dan Lok | Distributed: 2011-06-30 | Word Count: 470 | Page Views: 6677 | Votes: 5 | Rating: 0.20
Salon and spa owners need to combine their marketing plan with marketing systems. A marketing calendar plans out strategies for a year, and is instrumental to the success of your spa or salon.

Most Viewed "Business Offline" Articles

How To Write A 300 Page Book In Four Months
Written by: Mark Silver | Distributed: 2008-07-15 | Word Count: 821 | Page Views: 40170 | Votes: 8 | Rating: 1.38
There's a lot of hoopla about becoming an author of your very own business book. The promise of fame and fortune is very alluring. Yet your book remains perpetually 'about to be' written. Meanwhile your business has ground to a halt. Hmmm... might there be a better way to get a book written?

The Best Marketing Book I've Ever Read (You'll Be Surprised)
Written by: Judy Murdoch | Distributed: 2007-05-09 | Word Count: 1522 | Page Views: 37311 | Votes: 17 | Rating: 3.18
From time to time someone asks me to recommend marketing books. Here's one of my favorite marketing books that always surprises people. Curious? Read on.

The Bizarre History Of The HOLLYWOOD Sign
Written by: Morris Timlen | Distributed: 2008-11-05 | Word Count: 1211 | Page Views: 34876 | Votes: 30 | Rating: 2.70
The most famous sign in the history of mankind is the one that graces the side of the hill above Hollywood, California. As famous a landmark as the Christ the Redeemer statue in Rio De Janeiro, the Eiffel Tower in Paris France, the Great Pyramid of Giza in Egypt, The Church of the Savior on Blood in Saint Petersburg Russia, and the Statue Of Liberty in New York City, the Hollywood sign is known around the world as the symbol of the American movie industry.

What Does It Take To Be A Successful Salesman?
Written by: Casey Moher | Distributed: 2008-08-05 | Word Count: 930 | Page Views: 27513 | Votes: 84 | Rating: 3.17
In the course of my average workweek, I meet people who tell me that they have no sales experience, and very literally, many will tell me that they could not sell if their lives depended on it. Do you fit into this mold? Do you seriously believe that you can sell me on the idea that you cannot sell things?

The Future of the Office Photocopier Industry
Written by: Jennifer Robinson | Distributed: 2010-07-29 | Word Count: 635 | Page Views: 15902 | Votes: 39 | Rating: 2.00
Since Xerox first invented and sold the first commercial photocopy machine companies and organisations have paid for use of the machine on a cost per copy basis. This has traditionally included full maintainance and toner supplied under a service agreement. In-fact the office photocopier is unique in the fact its one of the only pieces of equipment that comes without a warranty from new. But photocopier expert Online Connect UK claim all that is about to change.

Never Write A 'Thank You' Letter Again
Written by: Perry Maisin | Distributed: 2008-08-12 | Word Count: 971 | Page Views: 14946 | Votes: 22 | Rating: 2.09
When I was in graduate school, I had a friend who interviewed at fortune 500 companies and succeeded at landing a great job. One day, I saw him sitting in the student union with a stack of cards. The cards said 'thank you'. He opened each card and signed his name. The inside of the card was blank. I asked him what he was doing and he told me that it was important to send a 'thank you' to every person you interviewed with. He believed that that was the difference between getting the job and being passed over.

Selecting Between a 401(k) And 403(b) For a Nonprofit
Written by: Daniel Lamaute | Distributed: 2007-10-11 | Word Count: 333 | Page Views: 14619 | Votes: 22 | Rating: 2.27
Newly released IRS regulations impose several new requirements and fiduciary responsibilities on employers with 403(b) plans. While the regulations generally don't take effect until January 1, 2009, there are some provisions that apply sooner.

Conducting Effective Career Aspiration Discussions with Employees
Written by: Andria L. Corso | Distributed: 2010-03-10 | Word Count: 690 | Page Views: 13639 | Votes: 12 | Rating: 1.33
Enhance your talent management and development programs through conducting career aspiration discussions with your employees. Find out where they want to grow their career to determine if it matches your business needs. This will enable you to differentiate your employee development to grow the future leaders of your company.

Top Ten Personal Habits
Written by: Laurel Vespi | Distributed: 2009-09-08 | Word Count: 427 | Page Views: 13354 | Votes: 12 | Rating: 2.08
Successful people have a regular routine of daily or weekly habits that reinforce the things that are most important to them. By practicing a set of personal success habits, they maintain a positive outlook, keep focused on their priorities, have more energy, and a greater sense of satisfaction with life.

Pitch A No-Hitter With Baseball-Themed Flower Gifts
Written by: Wesley Berry, AAF | Distributed: 2007-12-25 | Word Count: 413 | Page Views: 11857 | Votes: 27 | Rating: 1.74
Want to send a gift to the baseball fan in your life that's sure to knock one out of the park? Send flowers with a baseball theme! Everyone loves flowers and when you personalize them to include the recipient's favorite hobbies, like baseball, they're sure to make an even greater impression.

Highest Ranked "Business Offline" Articles

Equal Opportunity Pizza Ordering
Written by: Rudy Vener | Distributed: 2007-10-19 | Word Count: 629 | Page Views: 5378 | Votes: 10 | Rating: 3.60
With online ordering, your menu and restaurant suddenly become accessible to both the deaf and blind customers in your community.

Lone Wolf --- Lead Wolf: The Evolution of Leadership
Written by: Rick Johnson | Distributed: 2006-07-20 | Word Count: 1826 | Page Views: 4462 | Votes: 19 | Rating: 3.47
Family owned organizations, both small and large, with succession issues, family preparation and second and third generation leadership issues have been subjected to the evolution of leadership. These organizations are often founded by an aggressive, highly talented entrepreneur. Many of the principles of leadership that helped build the success that the organization enjoyed in the past is not the type of leadership that will maintain that success through generations of ownership.

Get the Balance Right
Written by: Rich Thawley | Distributed: 2009-01-28 | Word Count: 638 | Page Views: 4006 | Votes: 15 | Rating: 3.33
Do you build your business around your family or your family around your business? The choice is yours.

Delegate Or Die: 6 Steps For Business Growth
Written by: Rick Sloboda | Distributed: 2007-05-08 | Word Count: 366 | Page Views: 3718 | Votes: 24 | Rating: 3.29
To achieve business growth, you need to focus on your strengths and hire others to take care of the rest. Unfortunately, entrepreneurs often fail to employ this fundamental business growth strategy. Here are six steps to help you delegate successfully.

Whose Restaurant Can You Find Online?
Written by: Rudy Vener | Distributed: 2007-07-09 | Word Count: 640 | Page Views: 5098 | Votes: 7 | Rating: 3.29
What is so significant about Pizza Hut's latest TV commercial?

Why Businesses Need Receivable Factoring In Cash Flow Management
Written by: Toby Seibert | Distributed: 2007-08-08 | Word Count: 866 | Page Views: 7477 | Votes: 7 | Rating: 3.29
In today's business environment, many businesses need to fine-tune the process of getting paid on invoices, in order to improve their cash on hand. Improving cash flow can be an ongoing challenge for businesses of all sizes, and it is an issue that must be addressed to ensure the long-term viability of the business.

Boost Retention And Referrals In Your Insurance Agency
Written by: Stephanie Cunningham | Distributed: 2007-10-23 | Word Count: 707 | Page Views: 2683 | Votes: 7 | Rating: 3.29
If you have ever stayed at a nice hotel, then you have probably seen the hotel's Concierge. The role of the Concierge is to assist guests with information and service to enhance their stay. What would happen if you took the idea of the Concierge and applied it to the way you service your agency clients?

Business School for Non-Business Minds: Got a NAICS Number?
Written by: Melissa Mashtonio | Distributed: 2008-04-15 | Word Count: 423 | Page Views: 5208 | Votes: 7 | Rating: 3.29
I’m a journalist. I spent a lot of my career in the news business. As my career has progressed, I’ve spent time at small and large companies, and I have sat through dozens of business meetings wondering what the heck the “money” people are talking about. They used acronyms as if they were a foreign language.

The Problem With Swiping Sales Copy
Written by: Scott Bywater | Distributed: 2009-12-03 | Word Count: 480 | Page Views: 5192 | Votes: 7 | Rating: 3.29
This is what people miss when they try to simply "swipe" sales copy from another advertisement.

Why 'Closing' Is Not The Most Important Part Of Making A Sale
Written by: Scott Bywater | Distributed: 2006-08-29 | Word Count: 553 | Page Views: 6418 | Votes: 31 | Rating: 3.26
If you ever thought that 'closing' was the single most important key to sales success, then pay close attention, because what I'm about to share may surprise you. Let me explain:











Download an eBook today
 
Directory Navigation
Locate By Category:

ALL Categories
Arts & Crafts
Arts & Entertainment
Automotive
Business - Offline
Business - Online
Career
Computers
Education
Family
Finance
Food & Drink
Health & Wellness
Home & Garden
Humor
Internet
Nature & Pets
Real Estate
Religion
Self Improvement
Shopping
Society
Sports & Recreation
Technology
Travel & Leisure
Uncategorized
World Events
Writing & Speaking

Change Number of Results:
50 - 100 - 200 - 500
Article Reprint Rights
Creative Commons License

This work is
licensed under a
Creative Commons
License


You are not required to show the creative commons license notice when you reprint this work.
Article Statistics
Word Count: 1277

Total Views: 4225

Article Rating: 0.50 of 5
Votes Cast: 4

More Articles By Author:



Last Distribution Date:
2010-02-18 11:15:00

Internal ID: #7350





All Articles are Copyright © 2001-2023 of the Defined Authors.

All other material and images on this site are:
Copyright © 2001-2023, ThePhantomWriters.com