what is it and how to do it? FULL GUIDE


Talent management it is a set of activities related to the purpose of hiring, training and retaining talented professionals in the company, creating an environment with engaged, motivated employees that contribute to the growth of the business. Here we have created practical tips for Managers.

Talent management is a set of activities designed to hire, train and retain talent in the company, creating an environment with engaged, motivated employees to promote business growth.

Want to make talent management more efficient for increasing retention? Download the FREE e-book and build the perfect strategy!

Departments of human resources face equally serious problems in the area day in and day out. In addition to the administrative part, which in Brazil requires a lot of time, talent managers also have to engage, organize policies, develop training and various other actions that keep the employee in line with the company.

To learn more about it, keep reading and see how to make effective human capital management!

How to make good talent management?

Here’s how to manage human capital effectively:

1. Optimizing recruitment

The first step towards effective talent management is to develop an innovative process of engagement and selection. Investing in a candidate’s experience, as well as in his/her journey as an employee, is a strategy that improves team performance. By promoting selection that reflects the company’s values for candidates, the recruiting group initiates equalizing expectations.

Plan by tracking and measuring selection processes. Analyze the data, find ways to improve the flow, and thus optimize the set of specialists. To make this practice more strategic and less operational, it’s interesting to invest in management software that automates some processes.

2. Have on-board program

Speaking of matching expectations, offering an onboard program is the secret of high-performance organizations. This is because this step is crucial to strengthening culture, engagement and productivity. It is important to perceive this moment as part of the selection process. Thus, we can say that the reception to the developer begins immediately after the announcement of the vacancy.

According to a study by the Aberdeen Group, 66% of companies with on-board programs have achieved a high level of assimilation processes by new employees. In addition, 62% showed improved task time and problem solving, and 54% showed an increase in employee engagement.

3. Recognize your team

Employee recognition is a very important part of the interaction. Knowing that your job is done well, and especially what bosses and colleagues recognize it brings employees extra motivation. Actions such as a bonus salary, offer courses, gifts and even thank you from the company are some of the options for your brand to perform awards and make the employee feel valued.

Encourage employees

Ultimately the incentive is a direct way to tell your team what you like and the value of the job. Always be committed to your team! You can do it simply and directly, whether with a public announcement at a meeting, a reward, or even a certificate delivery.

Meet your team

To create a high-value team, it is essential to know your leaders. You need to monitor the production of each of them, always perform feedback and rely on the support of statistics to optimize the performance of the group. With People Analytics, you map the qualities and gaps of the team by being able to make better decisions for the success of the area and the development of these professionals.

4. Offer good benefits

Increase your employee’s purchasing power without necessarily changing the gross amount of your salary. Offering agreements in companies that are relevant to him and his family leads to a positive perception of the value of the employee, as well as allowing the employee to better balance his life inside and out of work.

5. Developing transparency

Transparency is much discussed by managers and investors. However, this is important in any organizational context. Know how to define and mainly assertively convey the personnel policy your company has a lifeIt is important in managing talent and keeping your staff engaged.

Assertive communication

It seems easy to communicate, but in order for this process to be effective, some caution is needed. In all communications there are barriers that cause noise and interfere with the understanding of communication. These obstacles may have physiological, cultural, physical, geographical, technological and mainly psychological origins. Everyone has a way of absorbing information, which is the result of all the cognitive experiences he experiences from childhood.

To achieve even clearer communication, it is very important to always show empathy and work on the development of emotional intelligence. Only maturity in a relationship can ensure the construction of bridges instead of walls. Invest in learning, such as nonviolent communication, and see how your team is more united and working above expectations.

Encourage intimacy

Small businesses have the advantage of proximity among professionals, which allows for a healthier relationship. With the development of good relationships, it is easier to promote more effective talent management. So, in addition to adopting best communication practices, encourage interaction between your team: plan happy hours, fraternity, decorate the staff table for your birthday, and do group training.

Investment in training

Be a leader! True leadership is a leader who cares about the professional footprint of its leaders. According to consulting firm Michael Paige, 8 out of 10 employees are asking for closure because of their boss. Thus, invest in the progress and training of your team members to achieve benchmark talent management. This is key and can make all the difference to keep good professionals. The leader encourages the best in his employees.

Provide flexibility

Whether in the sense of creative freedom or working hours, the issue of professional flexibility is an aspect of absolute importance today. With traffic mobility problems, for example, betting on the ability to give your team a few home office days a month is an action that makes a big difference in results.

This attitude shows that the organization is interested in achieving results while assessing the well-being of its employees. That is, no results were obtained at all costs. This is a great practice for talent management: the best professionals tend to stay in the organizations that offer it.

If you liked our article, now download our e-book “How to conduct organizational climate research” and optimize the management of your company’s talents!

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