Systematic talent management allows you to define which talent is crucial in shaping the future of your organisation. It identifies whether this talent already exists in your company and can be promoted through targeted development or whether new staff are needed.
The goal of talent management is to ensure that current and future talent requirements are covered at the right time and in the right place in the company. Successful succession planning also falls under this objective. Talent management includes a wide range of measures that, depending on the status quo, lead to the desired goal when implemented in combination.
It is becoming increasingly important to identify, develop and retain your existing talent. There is a noticeable skills shortage and this will become even more acute in the near future. This makes it all the more important to retain your high-potential employees in the company. Your attractiveness as an employer not only has a crucial impact on your employees’ loyalty but also on whether your company can attract talented new employees. The fundamental aspects in this regard are personality-based employee development, an innovative leadership culture and customer-focused processes.
Along with customer requirements and the competitive environment, profile requirements are also becoming increasingly dynamic. In many cases, the efficient solution is to supplement internal skills with external ones. By using strategic talent management, you establish a network of talent, thus enabling flexible HR planning that is adapted to the market.
Implementing an appropriate talent management strategy helps you establish planning reliability, which provides greater flexibility in terms of HR decision-making. You will bolster your independence from the employment market by developing the full potential of your current employees. These talented employees receive sufficient recognition and development opportunities that noticeably increase their motivation and loyalty.
Identification and definition of the necessary roles for current and future requirements and business areas
Development of a risk analysis including risk related to age, capacity, competence and acquisition with subsequent development of a plan to identify potential
Development of an action plan for personnel marketing, personnel acquisition and personnel development
Ongoing monitoring of requirements to ensure quicker responses to dynamic market developments
Interface with systematic career planning of high-potential employees
Knowing which skills will secure your company’s success in the future
As part of a talent strategy, the current and future skills that are key to success are defined and systematically evaluated. This results in targeted development plans that identify long-term opportunities for your talented employees. The long-term goal is to develop an internal talent pool that creates planning reliability and enables agile personnel deployment. This means corporate succession can also be taken into consideration at an early stage.
Knowing which skills and potential opportunities for development already exist
In the next step, we identify the potential within your organisation and portray it in a systematic manner that allows you to make comparisons. An analysis of potential is conducted using aptitude testing methods. The resulting competency profiles include personality, motivation and performance reports and contain information regarding skills that already exist and which can be (further) developed. An efficient long-term approach is to also train your management team to identify and promote development potential within their own team.
Productive and personality-based training for your talented employees
Together we will develop an individual and targeted programme to support the development of your high-potential employees. This includes training your talented employees as well as training your management team to identify potential and encourage personnel development.
Targeted employer branding and establishment of an external talent network
We help you develop your own network of potential talent for your organisation to increase your independence from the external employment market. By means of targeted employer branding measures we will differentiate your company in the “war for talents” whilst also increasing loyalty amongst your current employees.