Talent Management to Remain Competitive

August 11, 2011

It has been an interesting year for talent management because our clients all approached it in their own unique way. Starting in late 2010, many large, global businesses had training budgets for the first time since 2008. Since there was often turnover in these companies and the competitive landscape had changed in the two years, identifying specifically what to offer the employees was a challenge.

In 2011, many smaller companies decided to offer training for the first time ever. This brought different challenges. Regardless of the size of the company, here are three good ideas for developing employees to remain competitive in this challenging economy:

1.     Go to the Employee

Ask your employees about the type of training they want or they feel they need. This type of talent management enables you to see just how motivated and empowered your employees are about their development. Also, ask your employees how they prefer the training to be delivered, online, classroom or social media.

2.     Go to the Client

Some of our clients actually surveyed clients to clarify core expectations, key drivers of satisfaction and  the type of behaviors they want their key client contacts to demonstrate. When you go to the client, you are not only able to identify the skills, knowledge or behaviors that your employees need to develop, you are also identifying how to keep your customer loyal!

3.     Go to the Managers

Ask your management team for the specific skills, knowledge and behaviors demonstrated by the top performers. Create training programs that focus on these skills and ensure that Performance Management, Recruiting, Interviewing and New Hire Orientation also align.

How do you manage talent in your organization? What types of best practices can you share?

 

Tags: long island corporate training, talent management long island, talent management new york

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