An HR Magazine article is urging organisations to win the war on talent by developing the talent they already have. Talent management strategies must ensure that the right people are doing the right jobs in the right place if they are to ensure business success.
The first stage in creating a talent management strategy is to identify employees with potential and develop their capabilities further to help fill skills shortages and improve staff retention. This gives the clear message to high performing staff that the organisation invests in its employees. The article argues that this development should cross all age ranges in order to achieve diversity – which in turn encourages innovation.
The article provides the example of AppSense, a company that arranges a number of one-year work placements and permanent posts in technical roles for graduates. The organisation believes that these initiatives help it to identify new talent and play its part in reducing youth unemployment. The graduates work in departments such as marketing and sales, giving them the opportunity to identify career routes and gain new skills and experience.
By using these career paths on a global scale, a company can develop a worldwide strategy to ensure that it has the talent it needs for present and future needs. It’s essential that businesses that cross national boundaries are still linked to the overall goals of the company and each location’s personal development plans contribute to them. AppSense has a global HR system that so that teams and employees can see what everyone else is doing and how everyone’s work fits together. The database also allows the company to see what talent exists in each region.
Read the full article here: Growing talent internally can help you avoid skills crisis
