Have YOU got talent in your organisation?
Whilst we continue to face challenging economic conditions, achieving competitive edge lies in identifying and making good use of existing talent and holding on to it once we have found it.
Talent management means constantly seeking, developing and retaining individuals who can deliver superior performance whilst being a good team player. By now you are probably thinking that this is hardly news and you are possibly shouting ―that‘s all very well, but HOW?‖ How do you let the genie of talent out of its bottle?
Well, at LJA, we provide an organisation with an all-round analysis of the effectiveness and potential of its leadership resources. This makes it easier to make decisions on appointments and to put together longer-term plans for individual and organisational development.
As recruitment budgets are cut it is vital that organisations maximise the talent that already exists through succession planning and development. So what steps can an organisation take to move towards this goal?
- Identify the key roles and be clear which ones are the linchpin positions that are essential to company success.
- Evaluate talent to find key successors to these job roles considering: Potential: Measure candidate potential relevant to the role and organisation Behaviours: Understand the behaviours required for success in the role and assess the candidate against these Results: An organisation must define clear metrics for measuring success within a role
- Match people to the job role. If the talent required does not exist internally, recruit external candidates using the same talent evaluation processes.
- Be transparent in your management succession processes.
- Regularly measure progress.
We are licensed by SHL (www.shl.com) to use their Talent Management Tool to as-sess our clients‘ people for recruitment and development purposes. We can help you identify those with potential and pinpoint the areas of development which will best enhance their performance. This will identify individual strengths and indicate where in your organisation an employee should be heading in order to be of greatest value.
An effective development strategy will benefit your company in several ways:
- You can rely more on existing talent to fill key internal positions by developing candidates who display the potential to be leaders of the future.
- You can link individual performance with business objectives ensuring the right people are in place to implement any future plans.
- You can quickly identify high performing staff allowing you to move them to positions of greater responsibility and reducing the likelihood of them looking for a job elsewhere.
Employee motivation will Increase - your people will feel more valued if they know their development needs are being met.
By developing staff to move into future management and leadership positions you can construct a succession planning strategy that means you won‘t struggle to fill key roles in the organisation.
Measuring skills and abilities is only one part of an effective assessment process. Personality assessments can give you an insight into a candidate‘s work styles and behaviour and using them as part of your recruitment and development strategy will help you select and retain the best staff for your business.
The Occupational Personality Questionnaire (OPQ) is one of the most widely used. By using personality tests early on in the interview process you can quickly identify the most relevant candidates for the job by finding out key information about their working behaviour, such as:
- How they will fit in with your working environment?
- How effectively they work as part of a team?
- How closely they match the key competencies required for the role?
- Where their strengths lie and where they will need more development?
Talent Management can help you:
- To assess and calibrate the strength of leadership teams
- To grow a strong internal
- talent pool from which to recruit into your key positions
- To retain and engage your people — investing in development is a key retention tool
- To support culture change programs
- To evaluate teams following a change of management
- To aid the management of change including reorganisations, mergers and acquisitions
We can help you:
- Define the skills, competencies and roles you need to meet your organisation‘s objectives
- Work out the best people to develop and the best way to develop them
- Provide a reliable and accurate evaluation of existing competency levels and future potential within your organisation
- Provide feedback in a way that allows people to hear it
- Develop individuals and teams using a wide range of learning opportunities