Dianne Greyson, Director of Equilibrium Mediation and partner in the promotion of diversity in the workplace discusses the potential of thinking outside of the box, incorporating that strategy into HR practices and internal promotion.
Talent Management, Talent Acquisition and Talent Pool, what do these terms really mean? The CIPD suggests that; Talent Management is the systematic attraction, identification, development, engagement, retention and deployment of those individuals who are of particular value to an organisation, either in view of their ‘high potential’ for the future or because they are fulfilling business/operation-critical roles. The Recruiter.com notes; Talent Acquisition is the process of finding and acquiring skilled human labour for organisational needs and to meet any labour requirement. Finally, Talent Pool is described by the Cambridge Business English Dictionary as the suitable, skilled people who are available to be chosen to do a particular type of job.
Who are these exceptional people able to fall into these categories? It’s you and me! Yes that’s right, you! Words like exceptional are used to describe people who have shown a specific aptitude to a role that is deemed to be high value to the organisation. The word Talent used in a specific context, allows HR and line managers to separate the good from the great when recruiting and identifying those within the organisation who they believe can do more to develop their companies. Some are even given a fast track opportunity to allow for speedy promotion.
What if we change the word Talent to, Employee Management, Employee Acquisition or even Employee pool. Not so ‘sexy’ I know, but this could give organisations an opportunity to look at everyone in the organisation. Maybe the phrase should be a ‘Talented Organisation’. Whatever the phrase, group everyone as talented we can then start planning the strategy to make a Talented Organisation.
People Analysis – Job Analysis – Review – Training Needs Analysis – Develop -Promote – Support – Grow
This may seem simplistic but nobody said all ideas had to be complicated. It is an interesting view, which stems from my observations. I find we sometimes get caught up in the latest trends and buzz words because another organisation has latched onto it therefore its right.
I recently entered into email dialogue with a linkedIn colleague who suggested, we need to look at the wider view of the world so we can see the hidden talents of individuals. The new surge in viewing diversity within an organisation as an important factor for growth goes some way to broadening the ideas of an organisation. Soon, more organisations can say they view their employees equally and give them the same opportunity. Well this is my hope.
Talent comes in various shapes and sizes. It isn’t necessary to go for the obvious choices, lets look out for the little gems who can make an organisation great.
If you would like to know how, I can help you to create a Talented Organisation, please email me on firstname.lastname@example.org