7 talent management system considerations for 2015
Managing talent is a top priority for 2015 as organizations seek to hire and retain the best while ensuring teams are motivated and performing at their best. Forbes summarizes it well: “As we approach full employment, employees have more options and employers have less.”
This environment can be especially challenging for fast growing multinationals; not only do they have teams that are geographically dispersed they also have to manage different cultures and generations that may have very different attitudes to work, as well as work-life priorities.
Consequently, managing talent in these organizations requires a supporting talent management system that can support teams facing these sorts of challenges. Systems that can automate processes and provide valuable insights, keeping managers informed and appraised as to their best team members and leaders including skills gaps, training and learning requirements, and the means of being able to offer career, succession and resource planning.
If this sounds like something you need to help lighten the load, here are seven questions we recommend you should ask first, before you embark in your search:
1. Are you thinking strategically? The changing composition of the workforce, the emergence of portfolio careers and ongoing competition requires a strategy for your organization to be able to acquire, engage, develop and retain top talent.
2. Are you acting holistically? You need to automate the entire talent continuum; from acquisition, global sourcing, passive candidate management, personal and organizational brand alignment, and the use of assessment science; all supported by accurate real-time data and predictive analytics.
3. Are you managing globally? As companies grow and expand, they will need a global approach to talent management. This adds complexity to keeping people engaged and enthused about working for you, rather than another brand.
4. Are you acting with clarity? It is important to be clear as to your requirements and priorities in selecting the right HR software solution for your organization.
5. Are you managing diversity? In order to manage diversity, you need to know your workforce and be able to understand, manage and develop diverse talent holistically from different regions, cultures, and generations. This should be an integral part of your talent management approach.
6. Are you aware of the skills, competencies and experience that you already have across your workforce? You will need to be able to identify any skills gaps or areas where knowledge, experience and capabilities are lacking compared to competitors or to what will be needed in the future.
7. Do you have a succession plan? As a good employer you should be able to help people develop their careers and provide guidance or career options in the context of your organization and its future.
With disparate HR systems in place, in-country or subsidiary, many global operations struggle to provide the most rudimentary information regarding talent management. This will only become more complicated with the growth of the flexible workforce, increased outsourcing and the rising population of contingent workers.
Consider these questions above to get your talent management system lightening the load as quickly as possible in 2015.