Human talent in companies, companies or businesses and, in general, in organizations is the potential of its employees or members in terms of knowledge, skills, aptitudes and attitudes, experiences, motivation, interests and abilities that, in a way, they can be applied in the work environment.
A good administration or management of talent in the company allows extracting the best of each worker at the individual level, which results, by the sum of diverse talents, in the improvement of the work of the team. This is the only way to achieve excellence and continuous improvement, two concepts directly linked to profitability and business productivity. Nowadays there are more training courses are available and this sap hana training was very useful to grow your talent in a business organization.
Keys to Managing Human Talent
Most companies have among their own team professionals with enough talent to work with quality and achieve good business results. Therefore, before looking for that talent, it is sometimes more profitable and effective to properly manage what we have within the organization, being part of our staff. In addition, these professionals know very well the work and circuits of the company, so they do not require additional training or go through an adaptation process.
There are 5 key points in the internal talent management strategy :
1. Discover the Talent
Sometimes, the talent of the workers is hidden, invisible to the organization, performing tasks in which they cannot show off or unleash their potential. In this regard, the Human Resources department and, especially, the supervisors or middle managers of each area or department play a basic role.
The talent is not always easy to find, so it is needed or properly trained middle managers in skills development and skills management.
2. Use Talent Properly
Once the talent has been detected, the main part of the process is: to place each worker in the most appropriate hierarchical or competence level so that this potential is not hidden with tasks, functions and responsibilities that do not respond with the profile and possibilities of each worker.
The person or persons in charge of this talent planning should be perfect connoisseurs of the structure and operation of the company to be able to fit the different talents in various positions, hierarchies and responsibilities without, at any time, the correct functioning of the group can be comprised of the organization.
3. Motivate and Retain Talent
It is essential to retain the best talents within the company and this can only be achieved with full motivation, which meets both economic needs, recognition, welfare and personal and professional development. If the employee does not feel comfortable in the company, sooner or later he will end up accepting an offer from the competition.
4. Create New Talents
The talent is also created. To get new talent within the organization and fit, feed and improve the one that has already been detected, it is necessary to constantly involve employees in new challenges and create an environment in the company where versatility, proactivity, autonomy and Desires for self-improvement
5. Adapt the Organization to The Talent of its Members
The economic and business system is currently characterized by globalization, the interrelation of factors and changes at the speed. Companies must be able to adapt to this type of context, which can sometimes mean adapting the way the organization works to the talent of its employees. It is common for companies to have such rigid production systems that hinder, and even prevent, employees from expressing their talent and creativity.