Talent Management War Wages on

Whilst the present challenge lies in anticipating skills required for the future, it is crucial to review and evaluate the ever-evolving landscape and proactively equip potentially obsolete skills with relevant skills and competencies.

Talent pool refreshing is a term I often use. It is important to transit the current pool of talent from their current skills to competencies of the future against a highly competitive external landscape of the IT industry. Th is is especially relevant for the IT industry where innovation can be a key differentiator. At the same time, it is important that both the employer and employees take responsibility for this transition so as to ensure that the goals and results can be sustainable and realistic.

Every problem has a solution
Focus on business continuity and scalability so that critical skills sets and competencies can be replicated down the line, should the business lose a critical talent. Develop a framework on talent development which includes complete learning roadmaps for different levels of employees. There has to be a balance between using the carrot and stick approach to ensure that managers and employees are sufficiently motivated to focus on managing people development. For example, the rewards and recognition framework has to be closely aligned to support the motivations the talent framework is trying to achieve and vice-versa.

At the same time, the profile of the new HR business partners needs a change. While we need to ensure that the HR Ops is running like clockwork, we also need to step up on our business partnering offerings. To meet the increasing demands and expectations from the HR business partner, it is important to be equipped with keen understanding and knowledge of the business landscape – both internally and externally. HR business partner have to be a co-runner in the business and not be an after-thought like in the past.

Last but not least, it is essential to ensure that employees are appropriately engaged. Employee engagement is one aspect of HR that is often overlooked. It is important to ensure that your employees understand what is in for them and their relevance and significance to the organisation. At the same time, allow them to understand how and where they fit into the entire framework and define the success of the organisation.

Measuring Success
• Regular employee engagement is key and a good tool to gain the employees’ feedback.
• Attention and feedback from training programmes offered by the organisation can also be another good gauge
• Include succession slate index and successful internal promotion retention rate
• Closely monitor the percentage redundancy rate due to unsuitable skill sets and percentage of internal rotations success with full acquisition of new skills
• At the end of the day, it is crucial to have a participative management team. Employers should play an active role to communicate to their teams

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