some interesting lawson ERP Food For Thought

Theresa Rice

Talent Management is Management

Posted by Theresa Rice on Apr 11th, 2013 in Lawson/Infor, Talent Management, | 0 comments

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Shockingly there is one key myth about talent management that continues to take precedence in organizations. Is talent management the job of human resource departments?
Many organizations lack processes for identifying and correcting ineffective managers. In addition to not teaching ineffective managers about effective talent management practices, these organizations fail to reward good managers for great people-management results. Placing sole responsibility on HR is another bad strategy. Talent management is management.
So what should managers and organizations do to enact best practices in talent management in their organizations? They should take the talent game seriously and make finding and growing the best talent a top priority. How should your organization improve your talent management strategy?

1. An effective hiring process should last no longer than three weeks – any longer, and candidates will leave the process. They decide to stay where they are, they find other opportunities to pursue and take other jobs. Make it a priority to keep your hiring process down to three weeks or fewer to ensure you don’t lose the best talent. Make is easy for them to find opportunities, communicate the process and make it easy for them to apply.
2. Pay market value for talent. “You get what you pay for.” This has never been truer than when it comes to paying for great talent. When the demand is high for talent and the supply continues to get lower, unless a firm has an unbelievably strong value proposition (a great reason to work for that company opposed to any other alternative), it is extremely difficult to attract “A” players.
3. Define career paths. Top performers get promoted. They set career goals and are focused on over achievement in the areas that they are measured. They are driven by what they need to do to get to the next level.
4. Adopt a performance management system! It is no longer a luxury, but rather a necessity for any company who wants to achieve success in today’s competitive market. A good system allows a company to set clearly defined goals and objectives, to track activity metrics and relevant data in a concise and timely format, and the ability to evaluate the data quickly and effectively.
5. Offer training and development. Top organizations have extensive training and development plans for every employee that not only focus on what they can do to improve their performance, but also to help them with their future career goals within the organization. Educated employees tend to take responsibility for their productivity.