(Wow! That is a pretty loaded title for the first post on my first ever blog! Here goes...)
We all know about the numerous corporate benefits of reliable talent management processes. They include the basics like the identification of high potential employees and employee growth and development as well as more robust benefits such as planning for workforce scenarios and increased employee retention. But a talent management system is only as useful as the information it contains. If the data is not current and valid the planning that you do may not be reliable. So how do you get current and valid employee information? From your employees, of course!
Achieving the corporate benefits of talent management requires the participation of your employees because you need their assistance in providing talent information. And since gathering and maintaining this information could take an army you should utilize self-service functionality to gather and validate this information. Employees and managers can feed information to the talent management system and it consequently can provide real-time data about your organization’s workforce. Empowering your employees to maintain their own personal talent profiles also alleviates the burden from your HR staff.
If you manage the change of moving to an employee empowered process correctly you can create the corporate mentality of “career ownership”. Career ownership is the concept that an employee can go anywhere and/or do anything within the corporation as long as he/she meets the minimum requirements
and opportunities are available. Talent management defines the requirements and how to achieve them and employees are able to follow these paths of progression. Having this mentality at your organization implores employees to participate in talent management related self-service functionality thereby providing you with current talent information.
The benefits of career ownership include:
a) enabling employees to take self-directed career paths, to know the requirements at each level, to obtain the training needed to meet each requirement, and be rewarded accordingly
b) allowing employees to determine their own futures
c) placing the responsibility and rewards of career growth and advancement in the hands of the employee
d) a shift in talent management from an administrative nightmare to an employee-owned initiative
e) the creation of an “I'm doing this for me!” mentality; resistance is replaced by eagerness.
Getting your employees to participate is not always an easy thing to do. It is helpful to remind them of the personal benefits such as:
a) training opportunities
b) clearly identified career paths with room for advancements
c) compensation for achieving set objectives.
Setting up a talent management solution is not always the easiest of tasks. It can take a while to iron out business processes and to get all of the needed partners on board. Empowering employees to maintain their own profiles will make data collection a lot easier. Give it a shot!
Rebecca Bartlett, Exaserv Inc.