Home / Talent Management

Talent Management

Share on Facebook Share on Twitter Share on LinkedIn

Talent Management has two objectives. The first objective is to fully develop the talent of all employees. The second objective of talent management is to find the right place for the worker depending on their specific talents. Often, talent is defined as the combination of innate ease and passion. If a worker is provided with a task that's related to his personal talent, he will do his job with greater happiness. By combining talent with job satisfaction, that leads to an optimal performance of tasks.

Therefore, Talent Management is responsible for changing the work approach to a talent approach. In other words, it's responsible for " re " distributing the tasks of a company among employees, taking into account their specific talent. When hiring personnel through talent management, the potential of the candidate is taken into account more than the fact that it meets a number of strictly defined requirements.

Tools for Talent Management

Some talents are faster to detect than others, such as learning a new language in a short time or solving technical problems. However, others go unnoticed. To solve this problem there are certain IT solutions. This computer solution helps companies obtain a complete description of the talent of both employees and candidates.

Often, talent management is in the form of a module within the HR, Human Resources Management systems. This module of the HR system tracks employees and / or candidates and links them with specific functions or tasks. The HR talent management module relies on other modules to capture and manage the talents of an employee. For example, performance data and completed courses will go along with personal data, such as interests and leisure activities. Other optional data that can be added with the results of certain tests, such as personality or cognitive skills.

The investment in talent management

Talent management should be perceived as an investment, even if in the end it's a saving. An employee who leaves the company because his talent isn't used optimally is a great cost for the company. The efficiency of a company increases when workers perform the ideal tasks for them. Of course, the level of investment in talent management will depend on the company. Small businesses often have enough with the attention given by the boss; but, others of greater volume need to look for a more structural solution within the management of human resources. To get the most out of talent management, companies can have courses, personal guidance and even evaluations for employees.

See also:
Back to top

Home | About Us | Contact | Privacy Policy | Terms of Use

Copyright 2011 - 2020 - All Rights Reserved