Why is talent so important

Demotivated and demoralized employees are always a problem to every team in the organization. It makes them inefficient, less engaged, and more likely to leave the company. Making your employees feel that they are not robots or slaves of the organization will increase efficiency and productivity.

The curriculum vitae of employees may give you the credentials that g an initial impression of what an employee can offer. Knowing the skill gap of the employees compared to your desired performance helps in determining the right learning process for an employee. Providing training, technical or non-technical, closes the skill gap of your employees to their desired performance.

It will improve the competencies and lessens the error rate in the workplace. Your employees will have an opportunity for career development, and it will give them confidence at their work. The customers are the one who gives life to every company. One bad feedback may become a ripple of another. Thus, you may want to present a more knowledgeable, and skilled staff to every customer you may have.

Maintaining and delivering good customer service may attract and retain customers. Imagine how many will you satisfy and keep if your workforce knows how to handle and provide quality customer service. To retain and attract your employees, letting them feel that the organization offers a bright career path and opportunities for them is the way to go.

Giving the employees adequate exposure and projects where they can develop their skills supports their advancement. To sum all the relevance of Talent Development, it focuses on the growth of an employee and career development that helps the company.

Knowing this helps the organization to give appropriate needs of the employee while making the organization prosper. It is the procedure that aims to manage the competencies, abilities, and skills of employees in every organization. It starts with defining the goals of the organization and understanding each priority. Nov 10, , pm EST. Nov 10, , am EST. Edit Story. Ellevate Contributor Opinions expressed by Forbes Contributors are their own. Follow me on Twitter or LinkedIn.

Check out my website. The workforce plan ensures that the right people, at the right time and with the right skills are employed and working towards the strategy. In other words, the workforce plan translates business strategy into organisational talent needs. Some of the areas, which are assessed in order to develop a workforce plan include:. The planning stage addresses needs across the organisation and is proactive, rather than reactive to ad hoc needs or the needs of only a few leaders or teams and divisions.

The plan enables the organisation to become more integrated, rather than work in silos and to best use the resources available to it, including its employees. Once the initial assessment or analysis is carried out, then; the talent required is identified, the timeline in which the organisation requires the talent and in what capacity permanent, contractor, casual and so on.

This is where forecasting talent needs for the future commence. At this point, an assessment can be carried out if the talent is recruited externally for future needs, or developed from within, and whether or not there is enough talent internally and with the right skills to step into future or higher-level roles.

Developing a workforce plan is a continuous process, once the initial plan has been developed it is revisited when there are major changes affecting the organisation. Below is a sample of a portion of your workforce plan; identifying the roles required currently and in the future. Having a workforce plan means that an organisation can be prepared for changes within the organisation and that it is well prepared and resourced. For example, if an organisation has several highly specialised roles, which are difficult to recruit for, a workforce plan will document the need for the organisation to develop talent internally for such roles once the current talent leaves the role.

Without a workforce plan, critical and highly specialised roles may go unnoticed and therefore unfilled for 6 months or longer, thus affecting business performance. A major hospital in the United States was concerned that employees would leave once a new hospital being built nearby opened its doors. It commenced workforce planning and identifying its critical roles.

Workforce planning can, therefore, be an approach to assess what is really going on in an organisation rather than basing decisions on assumptions. It can also support an organisation to respond to external drivers and influences, rather than reacting. Organisations that understand what their value is to potential employees, will often develop an Employee Value Proposition EVP.

The EVP articulates to employees a realistic, yet aspirational statement of the value the organisation can offer to an employee.

A company that will stand the test of time. The EVP forms part of the marketing to then attract the type of talent the organisation seeks to find.

A general approach used to develop an EVP, is to:. Depending on the workforce plan and how much talent an organisation needs to attract, the marketing strategy is developed. This might be as simple as an online notice of positions available, to hosting a stall at career or school fairs. The EVP forms part of the marketing strategy, as does the general brand of the organisation.

Consider Apple again, many candidates apply to work for Apple because of the brand and its products. Google as we had mentioned, is well known for its workplace culture in addition to being a popular brand, this makes attracting suitable candidates easier since talent will mostly seek out opportunities to work there, rather than need to be headhunted or for the organisation to excessively invest resources to attract candidates.

It is just called by a different name. Talent management does give managers a significant role and responsibility in the recruitment process and in the ongoing development of and retention of superior employees. In some organizations, only top potential employees are included in the talent management system.

In other companies, every employee is included in the process. In some companies, the talent management system is accessible via computer programs; in others, informal communication among managers and HR staff is the approach used. You can include the following systems when you approach talent management as your overall business strategy to recruit and retain talented employees.

As stated, the majority of these work systems are squarely in the hands of the employee's manager. HR can provide support, training, and backup, but the day-to-day interactions that ensure the new employee's success come from the manager. Developing and coaching the employee comes from his or her active, daily interaction with the manager. HR can take the lead in some of the activities you see on this list, especially in recruiting and selecting new employees, and in the case of employment termination.

HR is also deeply involved in the performance management system, career planning, and so forth leading the development of the systems. But, managers are the means to carry them out for the overall recognition of the employee's work and ongoing retention of the employee.

Take the responsibility seriously; it's that important. Talent management is a business strategy and you must fully integrate it within all of the employee-related processes of the organization. Attracting and retaining talented employees in a talent management system is the job of every member of the organization, but especially managers who have reporting staff talent.

An effective strategy also involves the sharing of information about talented employees and their potential career paths across the organization. This enables various departments to identify available talent when opportunities are made or arise. An organization that does this kind of effective succession planning makes sure that the best talent is trained and ready to assume the next position in their career path.