Achieve corporate objectives by integrating them into the talent strategy. For example, increasing the number of global technical leaders (GE) or improving the flexibility of the organization through a review of a performance management system (Oracle). In short, the best-in-class results were achieved through different strategies, but the research provides six guiding principles that all companies had in common. Senior leaders must be actively involved in the talent management process and make hiring, succession planning, leadership development and retaining key employees their top priorities.
Through the author's work with clients from industry, services and government, five key principles for talent development are distilled, tested and evaluated. As with all concepts, there are certain guiding principles that form the basis of the larger concept. Harness the power of the talent pool, since talent working as a team can offer your company a huge and largely untapped cognitive surplus. Offer mentors based on true role models and, in this way, improve the organizational “knowledge” and business vision of talent and accelerate their development.
Companies must ensure that they adapt their talent management process to local needs and, at the same time, maintain the inviolability of their general global policies in relation to talent management. To build employee trust and ensure the effective functioning of your talent system, you must be consistent and transparent in terms of the standards used, to whom and how they are applied. Even organizations that take a data-based approach to talent management sometimes diminish impact by not aligning the use of evaluation with a holistic process and set of tools. They don't invest adequately in creating systems that provide the talent needed to execute their current strategy, let alone address future requirements as their strategy evolves.
The five key principles of talent development and the 25 decisions will help human resources professionals evaluate or design their own talent, leadership and professional development trajectories. Insights that not only help improve individual performance, but when taken together and comprehensively analyzed, help inform meaningful and specific investments and talent choices. RFC was created in Ireland in 1998 to provide talent expertise to Irish and multinational organizations. Clear standards applied in an honest and consistent manner are powerful drivers of a healthy culture and will go a long way in ensuring that you attract and retain the talent you need to drive your company's success.
The standards of behavior and performance that you incorporate into your talent management process and that shape the data you collect, synthesize and interpret must be correlated with high performance and compliance with strategic objectives.
