Votre organisation a du mal à développer des stratégies de gestion des talents. Que peuvent faire les consultants RH pour vous aider ?

Revitalize talent management with strategic HR consulting. Conduct a comprehensive skills assessment to identify gaps. Collaborate with leadership to align talent strategies with organizational goals. Implement personalized development plans, fostering employee growth. Introduce mentorship programs to transfer knowledge across levels. Utilize data analytics for informed decision-making. Stay abreast of industry trends, ensuring a competitive edge. Foster a culture of continuous learning to retain top talent. Engage employees through transparent communication. HR consultants act as catalysts, injecting vitality into talent management, aligning skills with aspirations, and propelling the organization toward sustained success.

Uma coisa que achei útil foi entender que a gestão de talentos é um conjunto de estratégias que visam recrutar, treinar e reter profissionais que trazem resultados de excelência para a organização. São elas: investimento em Employer Branding, ouça a sua equipe e abra espaço para o diálogo mútuo, celebre as pequenas e grandes conquistas da equipe com ela mesma, crie um sistema de feedbacks sincero e autentico que vai além de um processo, defina metas realistas e crie desafios que motivam, estimule o trabalho em equipe através de dinâmicas e training, estruture um programa de gamificação e posicione os colaboradores de acordo com as suas aptidões, pois colocar os talentos (habilidades) em prática é ganho para todos.

A consultant in talent development within an organization can play an impactful role. He/she can bring some hidden aspects of practices which are usually ignored during routine work. The consultant, as a third eye, can better assess the organization’s current talent development process and resources. The 2nd role of consultant is developing strategy using assessment data. He/she has no hesitance in meeting senior leadership, which an employee usually faces during such activities. Helpful in developing talent management to drive productivity and creating a competitive edge in the relevant marketplace. Overall, consultant helps to unlock the progress of the organization and keeps its talent.

To effectively execute talent management strategies, HR consultants can introduce innovative approaches that go beyond traditional methods. One idea is the implementation of a "Talent Mobility Program." This program encourages employees to take on short-term assignments in different departments or geographic locations within the company. Such initiatives not only enhance cross-functional skills and knowledge but also foster a more adaptable and engaged workforce. Employees gain a broader understanding of the business, which can lead to more innovative ideas and solutions, and the organization benefits from a more versatile and experienced talent pool.

Organisations cannot develop their Talent Management Strategies by solely on relying on Vendors. The function can be effectively developed only through internal development and control.In present context,talent and job aspirants have various career options available to choose.In such a Volatile environment only those organizations which are able to create a successful Brand will be able to attract Talent.In an Era where social media,AI,robotics has uplifted and revalued business to next height level, use of these tools Talent acquisition process will revolutionize and bring in greater success.

Talent Strategy could flow from the Business Strategy. Here is an example. When our organisation was moving towards "Enterprise Agile 2020", from Talent Development, our strategy was to upskill the entire headcount in Agile and Digital skills, so that they able to march forward with confidence and support business. All the initiatives were packaged around this. We got there as planned supporting business and people.

Talent strategy needs to be seen from two perspectives. One is from business side which sets the direction, indicating the type of talent pool is required and other is the approach to get the talent pool. Knowing what business is currently and futuristic requirements will give us gaps on talent structure and shape currently. Consultants would help in two things. One to assess and develop talent capabilities and second develop talent model of build, buy and borrow based on the assessment. Consultants can play an objective assessment and direction without being biased on the existing talent pool in an organisation.

As other writers have alluded to, a talent strategy should be one of the arteries of the holistic business/organizational strategy of the company. Simplify getting to that talent strategy by inserting the questions of ‘who, what, where, when, why, and how’ of talent when talking about THIS organization. Then drill down with each of these questions to answer talent management’s goals of contributions that will add to the bottom line of the organizational strategy. Prioritize based on the organizational timeline and a timeline internal to the talent management area of work. Be prepared to adjust in response to quarterly and year end business results. Forgo what’s happening in the talent management world if the organization is not ready for it