Talent Management in 3 Dimensions
People have different abilities and competencies as well as different future expectations. In a trusting environment, we should treat
them accordingly.
Leadership
Leadership, from top to bottom, we should identify the employees with leadership potential. They deserve a distinct approach.
Management
Management, we need managers to run the business and daily operations. We can identify these people and fortify them with the necessary tools.
Expertise
Expertise, with many hours of on-the-job expertise and problem-solving experience, they are 33% the key to successful operations, and therefore we should employ them respectively.
1/2 of managers have no training in personal development
%33 of an employee's salary is spent on average to replace the employee
%52 of employed adults are looking for a new job
Assessment Development Centers
Based on the three above dimensions, map each employee’s or candidate’s strengths and weaknesses to enlighten
the individual’s development needs and career path.
Personal Development Structure
Create nested training sessions with on-the-job tasks and projects to highlight the strengths and improve the weaknesses based on the outcome and personal feedback.
Millenium Performance Management System
Scrap the past century performance systems and build a new one to compete in the new era, and do not forget, if you cannot measure it, don’t do it.
Trust
Lead by examples, make quick wins by creating successful cases.
*42% of employees do not trust their employers.
Engage and Empower
Involve them in creating and communicating the new vision, the new approach and the new culture. Let them exist out of their chambers and be your promoters.
*47% of employees feel a lack of
a clear vision, according to McKinsey.
Succession Planning
Create a backup schedule for each key position for the sustainability of performance and growth using the information gathered above.