5 keys to good corporate talent management

Within the concept of “business” there is great diversity and complexity which is usually a challenge to manage.

Firms (not individual firms) are systems whose dynamics force the coordination of various areas of work which, in many cases, are very different from each other. After all, the raison d’être of these organizations is the division of labor: every function is performed by experts in this field, and no one can do it all at the same time.

Therefore, knowing how to properly manage the talents that exist within any business is essential. Failure to do so means losing the capacity to work, either by losing professionals who add a lot of value, or by not knowing how to take advantage of the skills of those who are already in the workforce. That is why, throughout this article, we will see what they are the main keys to talent management in the business context.

    Talent management in the business context

    These are the basic principles of talent management in business; Since every organization is unique and has its own characteristics and needs, they can be applied in most cases.

    1. Identify the main areas of training

    One of the hallmarks of talent is that it is made up of traits latent in people. In most cases, it does not express itself in a very vivid way, but it does in a subtle way, because the person has not had the opportunity to be trained.

    On another side, When developing training programs it is essential to know how to target them to specific objectives. and able to generate a positive impact for as many people as possible within the group to which it is addressed. If not, not only will time and resources be wasted, but it will also create unrest and lead to a bad working climate.

    2. The importance of long-term projects

    Maintain the capacity to retain talent in the labor marketIt is necessary to offer the opportunity to participate in a long-term project.

    Obviously, this does not imply making promises of ascension addressed to all without discernment and which by force cannot be kept; you need to know how to see past the idea that the only reason people are at their workplace is because they’re hoping to be able to resize places in the org chart. There are other ways to approach an exciting project, and knowing how to explore it is part of what sets the best experts in business management and human resources apart.

    3. Creation of job profiles

    It’s not just about finding the right person to perform a certain function; often the most crucial is knowing how to think about the place to occupy, design the role of the professional sought.

    4. Sensitivity of how to review the workflow

    Sometimes the potential of the most talented workers is wasted because they are left in a workflow that makes no sense. Something as simple as waiting two days for the head of another department to approve the use of a graphic element every time you want to develop a design can ruin a job that in other circumstances would be satisfactory. .

    for that It is important to know how to pay attention to these warning signs to check for possible errors and lead changes in the organization of work.

      5. Exploit technological potential

      There are different technological tools that can take talent selection and retention to another level. for that not only should you know how to use the most used, but also be aware of the changes introduced in the market.

      Are you interested in training in this area?

      If you are planning to dedicate yourself to the world of human resources and want to train yourself in this area of ​​work, an option that might interest you is own master’s degree in talent selection and management at the University of Malaga, Which launches its sixth edition this year.

      This specialization program, which has 75 ECT credits, is made up of internships in a company and two blocks that can also be studied separately during the postgraduate course: University expert in talent selection and University expert in training, personal and organizational development. In addition, it is run by an educational team dedicated mainly to the context of large companies: Telefónica, El Corte Inglés, Leroy Merlin, Randstad, etc.

      In addition to internships, carried out in leading companies in their sector, 80% of graduates benefit from paid extracurricular internships. To see more information about this master’s degree and to see their contact details, access this page.

      Bibliographical references:

      • Maugans, C. (2015). Human resources of the 21st century: employee advocate, business partner or both ?. Cornell HR Review 1-4. Commercial source terminated.
      • Vázquez Beléndez, M. (2002). Psychology of work and organizations – Historical approach. University of Alicante.
      • Radhakrishna, A. and R. Satya Raju. (2015). A study on the effect of human resource development on labor relations. IUP Journal of Management Research 14.3 (2015): pages 28 to 42.
      • Schlemenson, A. (2002). Talent Strategy, Bs. As., Editorial Paidós.

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