5 Key Inputs for Managing Talent

April 15, 2014
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Managing talent in any organization is a large undertaking with many roles and inputs. In other words, to paraphrase the African proverb once made famous by Hillary Clinton, “it takes a village” to make a talent management process work well.

In a useful talent management process, from the top to the bottom of an organization, no matter how big or small, there is a job for everyone. By including multiple perspectives and areas of expertise, inputs from executives and HR can be complimented and enhanced by the experience of line managers and employees that are immersed in the day-to-day work of your company.

Since there are several ways to participate within the talent management process, a good first step to determining the “who” and the “what” for your organization is to list out the what you will need to keep your system running smoothly. Here are five key inputs to consider:

  • Setting Organizational Goals & Mission: You likely have this already, but communicating what your company is working towards and why is the foundation of everything else that will direct how you manage and guide your employees.
  • Defining Core Competencies: Knowing the skills needed for each position in your organization will set the basis for determining when new hires are qualified and when current employees are ready to take on new roles.
  • Setting & Recalibrating Employee Goals: Your employees need something to work towards and be measured against. Further, as time passes, the goals may need to be adjusted based initial progress.
  • Use Data to Optimize Talent Management: Ideally, throughout your process, your team will be collecting useful data that will help guide how staff is hired, how resources are allocated, and how your process operates.
  • Selecting Tools: You don’t need to rely on paper and pen to manage your talent anymore. Evaluating and choosing tools that can help you implement and execute your process is an important piece of making sure your system runs smoothly.

While these are all important, they are just some of what you’ll need. Further, your company may have specific inputs unique to your industry or culture. Once you have listed out all of the ways that you will need your employees to plug into your process, the next step is to start assigning roles.

For guidance on determining how to plug your employees into talent management from your CEO to your interns, download our tipsheet on the 4 Roles for Talent Management.


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