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Assess Your Talent Management: Five Key Questions to Align Your Employees’ Careers with Your Organization’s Goals

Listed below are Talent Management recommendations for the questions to which you responded “no.” Note: If you wish to view all five Career Tips, click here.

For more information or to get started with an initiative for any of the five Talent Management areas, contact Career Development Services at 1.800.736.6710 or email info@careerdev.org.

1.	Does your organization capitalize on the connection between career development and retention of talent? Talent Management Recommendation #1: Make employee career development a top priority in the coming year. Employees’ career satisfaction and the opportunity for growth are major contributors to the retention of key talent. A Gallup study on employee engagement suggests that employees having the opportunity to do what they do best every day and having someone at work who encourages their development are key measures of the strength of a workplace. In addition, employee surveys frequently reveal that career development ranks at the top of the priorities list. As you strengthen your talent management process, be sure to build in both instructor-led training and electronic delivery of career information for employees. Include a parallel track for managers to develop skills at facilitating career discussions. Tap these initiatives to make employee career development a top priority in the coming year: Career Development & Coaching Employee Wellness @tlas^TM Electronic Career Sites
2.	Does your organization encourage employees to adopt a strategic approach to professional development by assessing organizational priorities? Talent Management Recommendation #2: Adopt a strategic model that aligns individual and organizational goals. Progressive organizations form a lively partnership with their workforce. To maximize your organization’s potential, provide a structure and process to help employees’ strategically link their individual career goals to team and organizational goals. An effective model will incorporate the roles of employee, manager, human resources and organization. Use a blended approach, linking talent to opportunities through training, coaching and online career sites. Tap these initiatives to align professional development with organizational goals in the coming year: Talent Management and Employee Development @tlas^TM Electronic Career Sites Consulting Partnership
3.	Does your organization offer training and coaching opportunities for leaders and managers to strengthen skills in developing people? Talent Management Recommendation #3: Provide managers with the training and resources they need to develop their people. Most managers want to excel at developing their people. Our focus groups and interviews reveal that, although they wish to be the best they can be, managers often lack the skills to deliver. Organizations can dramatically increase managers’ accountability in this area by providing the training and resources required to successfully lead and develop a diverse workforce with definite expectations for their career development. Tap these initiatives to provide managers with the training and resources they need to develop their people: Excellence in Management & Leadership Talent Management and Employee Development @tlas^TM Electronic Career Sites
4.	Does your organization have effective processes for bringing people into the organization, guiding their development and assisting them when they exit? Talent Management Recommendation #4: Use a life-cycle approach to address the various phases of talent management. To best align employee and organizational needs, adopt a life cycle approach that spans from onboarding to employee development to reinvention and transitioning. Prepare your leaders to leverage all phases of development. Tap these initiatives to leverage a life cycle approach to the various phases of talent management this year: Excellence in Management & Leadership Career Development & Coaching Transitions/Outplacement Reinventing Your Life
5.	Are your organization’s career development initiatives tied to key HR drivers? Talent Management Recommendation #5: Leverage career development to promote the key HR initiatives that drive your organization. Career development initiatives offer a natural link and a cost-effective means to support organizational priorities. Incorporate career development into HR drivers like new employee orientation, performance management, high potential growth, succession planning, leadership development, team building, and transitions. Tap into these initiatives to connect career development to the organization’s HR drivers: Consulting Partnership Career Development & Coaching Transitions/Outplacement @tlas^TM Electronic Career Sites

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Assess Your Talent Management: Five Key Questions to Align Your Employees’ Careers with Your Organization’s Goals

Does your organization capitalize on the connection between career development and retention of talent?

Talent Management Recommendation #1: Make employee career development a top priority in the coming year.

Does your organization encourage employees to adopt a strategic approach to professional development by assessing organizational priorities?

Talent Management Recommendation #2: Adopt a strategic model that aligns individual and organizational goals.

Does your organization offer training and coaching opportunities for leaders and managers to strengthen skills in developing people?

Talent Management Recommendation #3: Provide managers with the training and resources they need to develop their people.

Does your organization have effective processes for bringing people into the organization, guiding their development and assisting them when they exit?

Talent Management Recommendation #4: Use a life-cycle approach to address the various phases of talent management.

Are your organization’s career development initiatives tied to key HR drivers?

Talent Management Recommendation #5: Leverage career development to promote the key HR initiatives that drive your organization.