10 Top Tips on Talent Management
Any business’s most important asset is its employees. To secure your business’s future, you need to recruit then retain the right individuals. But doing this is today’s challenge.
Here are 10 top tips to help you apply the nurturing touch in your workplace…
1. Communicate openly
This is two-way communications between management and employees. Managers: share information regarding performance, strategies and plans for the future. Employees: express your opinions and suggest potential improvements. Talking’s good.
2. Invest in the recruitment process
When you appoint strong candidates who fit the bill perfectly, it’s incredibly rewarding so take the time to do the task justice. Advertise posts on the best platforms, shortlist carefully and interview thoroughly.
3. Offer a competitive benefits package
People don’t choose positions based on salary alone but it’d be naïve to think they’re not important. Research average salaries for certain roles then pitch higher and consider other benefits to enhance your terms of employment. Remember mandatory workplace pension provision.
4. Provide other financial incentives
Bonuses and rewards are a great way to bolster employees’ basic earnings. Often it’s these small monetary additions that tempt new recruits on board and entice them to stay for the longer term because it affords them greater spending (and saving) power.
5. Present opportunities for training and development
You want your staff to grow with your business. Also, knowledge and experience gained from on-the-job training, classroom-based training and formal qualifications can revolutionise performance and heighten the client experience.
6. Promote your internal talent pool
As well as providing a pathway for career progression and recognising staff’s achievements thereby making them feel valued and ambitious, this is about succession planning by having talent waiting eagerly in the wings to fill the shoes of resigning or retiring colleagues.
7. Support employees
Don’t just manage employees, support them in their daily role with mentoring and shadowing then hold routine appraisals to monitor progress, identify additional support needs and generally find out how happy they are at work, linking closely with training and development.
8. Benchmark employee engagement and satisfaction
The ultimate evidence of your efforts can be found by benchmarking exercises. Undertake regular surveys of your employees. Any survey should be anonymous. Results uncover current positioning and identify areas of improvement within the business.
9. Show your commitment to corporate social responsibility
Recognise that you’re part of the wider environment and have stakeholders outside your organisation through active involvement in CSR. Your employees should be a key part of these initiatives. That way, you’ll become a company they’re proud to work for.
10. Consider supplementary software and outsourced services
Software can make the world of difference because it eases employees’ workloads by streamlining and automating otherwise-repetitive duties. Outsourced services, too, can offload some of the more administrative, mundane responsibilities so that you’ve got time to focus on core, critical activities.
Collected and edited by HR Strategy’s Customer Service Dept.
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