How do organizations go beyond tactical assessments by managers in identifying and nurturing talent? Could you share innovative approaches or tools that have proven effective in enhancing talent management practices within your teams?
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HR Manager in Banking8 months ago
In a few organisations now, I have put talent through development centres (rather than 'assessment' centres) to identify their strengths and development needs. The output is used to create a development plan. Ideally their leaders are involved in the feedback, so they can support developmental activities. Talent tend to be nominated on whatever criteria is in place. Head Talent Development in Software8 months ago
Cultivating and harnessing talent is a crucial facet within any organization and should not solely rest on the shoulders of managers. While managers play a pivotal role in facilitating the process through performance reviews, IDP discussions, competency ratings, skill gap analysis, and more, the overarching empowerment of talent with appropriate skilling and development opportunities is a cornerstone for progressive organizations. This approach not only serves as a vital measure for employee retention but also contributes significantly to fostering a culture that makes the workplace an exemplary environment.Talent management practices that have delivered substantial value in our organization includes: allocating dedicated time for learning, incorporating specific learning and knowledge management goals into the annual performance review process, establishing mentoring frameworks tailored to specific roles, creating forums that encourage the sharing of failures to promote a culture of learning from mistakes, implementing internal job postings to mobilize internal talent, and fostering a strong employer brand by embedding values into the fabric of organizational life. Also, providing opportunities for employees to exemplify these values in their daily responsibilities adds another layer to the cultivation of a positive workplace culture.
HR Analyst in Finance (non-banking)5 months ago
Development for all, coaching for top talent, track internal fill rates.Director of HR4 months ago
Peer review performance and potential - don't rely on the managers (often myopic/narrow) view.Ask different questions - talent is different in different circumstances - 'We've got this business problem, who do you recommend to help us fix it?'. Then you can test that talent as well.
Also try to get away from this idea that someone either is or is not talent. Everyone has strengths. Talent in EQ might be great in one area but not in another, same as technical talent, inspirational talent, ............