How do Talent Management and Career Management Work Together?

What is talent management?

You’ll likely hear the term ‘talent management’ while reviewing performance in your organization. It is often used to describe when discussions about ‘talent’ take place behind closed doors so that managers can identify the organization’s ‘key talent’ and ‘future leaders’.

However, Talent management It is a broader term, encompassing everything from how you are recruited to the organization to the development of your career and inner progress. A good talent management strategy allows the organization to attract the right people, helps them develop their abilities, keep them involved and motivated so that they are less likely to leave.

The term ‘talent’ can express different things for different organizations, for example, some focus on identifying and developing their ‘top talent’, which tends to be high performance, while in other organizations the focus is on a ‘talent for everyone’ approach, where everyone has opportunities For career and personal development.

Following the Covid-19 epidemic, it is important, perhaps now more than ever, that talent management be a priority. Many organizations are losing their best people and in a difficult recruitment market with a shortage of skills, it is not easy to replace them.

What is ‘Career Management’?

Simply put, career management is the process by which as an individual, you take responsibility for planning and developing your career. It involves proactive thinking about what you want both personally and professionally.

Career management can result in a career change, ensuring promotion or a horizontal move, preparation for a leadership role or taking steps to improve work-life balance. It can also be using “crafting work” to define your work activities in a more interesting way or providing new learning for you.

How Career Management Helps In Your Talent Management Strategy?

The way we work now is very different, the career paths are not clearly defined or understood and the work no longer has to be done only in the office. After an epidemic, people also re-evaluate how, where and why they want to work.

How does career management help with your talent management strategy?

A new balance must be struck between the needs of the organization’s talent management and the management of the individual’s personal career. Organizations that encourage regular career conversations between managers and employees about how to support their careers are much more likely to retain their people and keep them involved.

In my experience, however, there is often a disconnect between personal and organizational expectations regarding career planning and development. It is not always clear to people what they want in terms of a career, but when given the opportunity to share their thoughts, they find it extremely useful. Equally, managers tend to shy away from career conversations for fear that they do not have all the answers to common questions …

  • Where am I going next
  • How am I progressing?
  • What career paths are available to me?

However, managers can be very helpful in exploring development options, providing a resonance board and reality check, as well as providing good advice on how to achieve your career goals. They can offer “stretching tasks” to provide learning and feedback on how to close any gaps, or signal to someone else in the organization that they think they have relevant insights.

Encouraging career conversations, where a person can discuss his or her personal career management and managers can discuss needs and organizational options, has never been more important to ensure organizational planning is realistic, organizations can grow and retain the talent they need, but also employees feel happy at work.

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For more information on the range of corporate career management organizational services, please contact us at 01753 888995 or fill out our online contact form.

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