Posted by Elizabeth Counts on Mon, Jun 28, 2010 @ 08:38 AM
Talent Management is an important tool in business and it is aimed at bettering the performance of individuals with organizational activity. It typically incorporates training, education and development. However, what does this all mean and why is it important for your company to practice it?
Talent Management involves the efforts of both the individual and the company. It is a joint ongoing effort that is aimed at upgrading the employee’s knowledge, skills and abilities in relation to the job they do, ensuring that they become the beneficiary of the organization as well as themselves. To achieve the best results from this effort you have to balance the career goals of the employee and the company’s requirement to get work done as efficiently as possible. This is true regardless of the level of the job, although the scale of the management will vary significantly given the scope of roles within the company.
Why implement a talent management process? The simple and most obvious reason would be that an emphasis in talent management can make a major difference to a company’s performance. A better trained or developed workforce can accomplish more as employees achieve more skills and experience with advantages for both individual and organization. The result would be a more efficient company and a happier workforce who can enjoy what they are doing and take more pride in their work. The payoff of this efficiency will be reflected in the company’s services to their customers.
Retaining employees that have spent time and effort growing into an organization is one of the main concerns for a company. It is time consuming and expensive looking for new staff and then having to start again. Offering employees an opportunity to improve their skills and performance, as well as develop new skills is often an important factor in staff staying with their employer. This growth and expansion is also going to be extremely beneficial to the company also.
Assessing the employee’s performance including areas of strength as well as weakness would usually be the first step in implementing a talent management process and typically can lead to a discussion between both parties culminating in a development plan or outline of steps to be taken to achieve necessary goals. It is also important to have a method in place to monitor this development. It will often involve training, educating and eventually developing the ways in which the employee’s tasks can be completed more efficiently, as well as encouraging the employee to develop new skills. These areas can be tracked and monitored with a talent management system to ensure efficient deployment of these processes resulting in happier employees and a stronger organization.
How has your company addressed talent management with your employees?
Posted by Elizabeth Counts on Wed, Dec 02, 2009 @ 09:18 AM
There are two schools of thought on review dates. The first school believes that employees should be reviewed on a yearly basis, at the anniversary of their employment. This method staggers the reviews of employees over the course of any given year. The second school believes that employees should all be reviewed once per year, at the same time, regardless of when they joined the organization.
Most experts now agree that, except in the case of new employees, one annual review for all employees is the more beneficial approach. The benefits of reviewing all employees at the same time are:
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Consistency: When managers are required to review all employees during the same time period, it eliminates bias from the review process. If each employee were reviewed throughout the year on an anniversary date, the mood of the manager (either positive or negative), might affect the performance evaluation.
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Compensation: Reviewing employees all at the same time (preferably at the end of the organization's fiscal year), makes planning compensation easier. This is especially true if the organization intends on ranking employees by a review "score" and then recommending compensation increases and promotions based on those scores.
- Momentum: No matter when reviews happen, they take a considerable amount of manager time and energy. When the review requirements are spread out throughout the year, review dates have a tendency to slip. When they occur all at the same time, with an organization-mandated deadline, the reviews are more likely to be completed.
Perhaps the only time not to complete an annual, all-at-one-time review is in the case of new employees. It is a good policy to review a new employee after the first three or six months. That employee should still be reviewed with the rest of the employees at year-end, with the interim acting as a supporting document.
When you implement PAM Web, the performance appraisal management cycle can be determined by individual employee, by group, or by company. A performance appraisal software like PAM will start the review process on the schedule that you determine.