To take this forward, 'talent management' is a complex engagement which, I guess, comes not on the basis of any HR exposure, but, a sheer passion for making people grow within, and moreso, make them perceive the engagement with the employer in a true sense! Well, why am I saying that our people (employee) ought to 'perceive'... its because many I times even the best of people plans fall flat on their face, when they are not perceived to be in an employee or the terms' interest! What are the basics of talent management on the softer side?? Well, some of them......
- Each and every employee firmly believes that he is well engaged both in the short-term and long-term with the organisation! He/She feels that their role is a crucial pie in the growth cake atleast in a 3 to 5 year horizon.
- Organisational objectives and functional objectives are crystal clear to all stakeholders - it will the HUMAN RELATIONS (not human resources) functions endevor to ensure clear communication down the line. No place for ambiguities here - any midcourse change in strategy has the buy in of all stake holders, and most of them know, if not agree necessarily, as to why such changes were warranted!!
- Employees feel that there is a quid pro quo in all of it for each of them, and give their best once the goals are clear!
- Organisationsal structure ensures that there is ample room for internal growth, which is when the talent management flowers come to full bloom. The structure needs to be robust and dynamic, and shall take care of the tangible and intangible needs of all talent stakeholders....
This is a miniscule list, but am sure these are some of the crucial ingredients in the talent management recipe!!!
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