Talent Management is in need of an upgrade. While it used to entail an annual talent review and getting a manager to fill out a blank development form about an employee’s performance once a year, organisations are quickly realising that it needs to be a lot more personalised. Truly integrated Talent Management should allow organisations to understand the strengths and development areas of its employees, in order to manage the supply of talent to meet current and future organisational demands. And, oh yes, it should allow individuals to manage their own career at the same time.
It sounds like a dreamy combination – if you can get it right. But mastering the balance between managing talent supply and demand, and skilfully allowing your employees to prepare for future roles on their own isn’t easy. The biggest hurdle is to create a sustainable source of data. It’s very difficult to manage your talent if you don’t know who they are (behavioral), what they know (technical knowledge) and what they’ve done (experience). That’s where smart career management tools, like TalentPrint, come in handy. Here’s how TalentPrint helps you solve the challenges that are stopping you from reaching your talent management goals.
Traditionally, career management tools (read: worksheets) were designed to suit HR departments (leaving all development up to them). Instead, TalentPrint takes an ‘Employee Centric’ approach, and creates value for individuals, allowing each of them to manage their own careers – freeing up HR, while providing an organization with a constant flow of data that outlines employee strengths, development areas, and possible trajectories. When you know that – you can plan for their development.
Be honest; how much money have you thrown at training and development, only to feel stuck with the same lack of skills you started with? The problem is that HR is unable to really identify who is both ready and willing to be trained up. Are you identifying training needs through guesswork? TalentPrint helps individuals answer three important questions:
In the end, you have a strength profile that allows you to identify growth potential.
Sure, you could continue to allow managers to fill out IDPs, based on their own opinion of each employee – but we now know that subjective talent management decisions aren’t nearly as successful as data-driven decisions. TalentPrint provides regular, evidence-based data that makes decision making much more objective. Find out how it works:
If you’re struggling to get the data you truly need to create a print of the talent in your organisation, try a tool that can guide talent development with continuous data, like TalentPrint.