As a solution, utilization of technology and training the workforce to make its optimum use will aid to accomplish both your strategic priorities and talent management goal. Your company culture is not only reflected internally but is also visible on the outside, through employer branding and employee value proposition (EVP).
Therefore, it should incorporate and address all levels within the organisation. Engaged employees –An ever-evolving workforce will be more mature and stable, reflect positively on the company’s retention rate, and inculcate a progressive mindset.
HR professionals have to diligently identify his skills, pipeline them into various processes and domains. A 2010 study (by Scullion et al) reported that 74% of organizations and 83% large organizations recognized sound talent management strategies as key to attain company goals.Gradually, studies further analysed that success of implementing powerful talent management practices was visible on company profits as well. Invigilate if your talent pipeline is smooth and obstruction free.
Our Talent Management Strategy outlines how we aim to plan for, resource and develop our employees to reach their potential and to meet the challenges and opportunities over the coming five years. This is crucial in terms of maintaining company culture and attempting to replicate the experience of working alongside a team of people on a daily basis.From more regular 1-2-1 catch-ups to company-wide social occasions, this could be a pivotal aspect of engaging your talent during the coronavirus crisis and restoring some of the authenticity of co-location.This is true in all aspects of the corporate world, but could come in particularly handy during a time where performance and productivity is particularly hard to measure.Though data-backed approaches are becoming increasingly commonplace in business as technology advances, now could be the time for organisations to take the leap if they haven’t done already, or streamline their approach even more.This is a broad area, and can range anywhere from measuring website performance and social media activity more closely, to analysing periodic sales growth from new angles.Not only will this create a clearer picture of how well the workforce is functioning as a collective, but perhaps more importantly, it may allow leaders to zero in on the performance and productivity of each individual.This has long been cited as one of the keys to strengthening company culture, but now rings true in a different context entirely.With remote working in full swing worldwide and the business landscape fraught with anxiety and uncertainty, people are gradually becoming disengaged and disenchanted with their work lives.So, in order to combat the feeling of futility that can accompany remote working, organisations must ensure that not only is their own purpose clearly communicated to the employee, but that each individual is clear on their own purpose and how they can influence the larger machine.There are countless studies that support this concept within business literature.If executed correctly, this could inspire, motivate and ultimately prove to be pivotal in engaging and ultimately retaining talent.
Likewise, there must exist a sense of belonging and collectivism within the workforce.
Here, strategies for developing and engaging come into play.Hence, it is only in the presence of learning opportunities and growth that employee retention can be maximized. Along with overseeing workforce affairs, it should be oriented in an auxiliary fashion to the business strategy at large.