Employers are paying increasing attention to talent management and talent optimization in recent years. Companies have now realized that human resources are the direct route to success, and their HR have been working to exploit as well as retain good employees. In the field of IT, the same rule applies. In an article for TechRepublic, Mary Shacklett suggests some ways for IT managers to gather talents and fulfill business goals:
- Compete for new talent.
- Develop staff talent.
- Retain and motivate staff.
- Develop a roadmap for future positions.
People Are the Key
Don’t have a mindset that people are desperate for a spot at your place so you can just be as reactive as you want in managing talents. Nowadays, a job posting or an “I’m Hiring” announcement is not enough to grab attention and elicit interest from candidates. You need to be more proactive in reaching out to potential candidates on social media and build a good relationship with prospective employees.
While paying attention to those who are not yet in your company, don’t forget those who are currently working there. People get bored if they keep doing the same thing for years, so try to understand them and provide them with a chance to try something different. Managers can help develop new staff skills and give them new projects to challenge their status quo. Everyone likes a new breeze in the midst of the heat.
Equally important, always have plans for the future staff. Identify which “holes” you have to fill and skill sets you are looking for as early as possible; then come up with a timeline of when you need to start your talent development. Don’t sit back and wait for talent to appear—good things don’t always come when you want them. Shacklett also talks about the reason why managers need to be more active and aware of talent management:
The U.S. job market is nearing full employment capacity. As it does so, companies are beginning to raid each other for top talent at a time when 41% of companies lack formal employee retention strategies, according to a recent study by the ADP Research Institute and The Economist Intelligence Unit. In this same study, 76% of respondents said that they will do more to find internal opportunities for employees to prevent job-hopping, with 72% saying they will invest significantly in improving their culture, working environment, training and benefits to retain staff. For these reasons alone, managers need to be as cognizant of their talent management as they are of work schedules and deadlines.
You can view original article here: http://www.techrepublic.com/article/keep-your-company-competitive-with-these-4-talent-management-strategies/