Basics of a Talent Management Strategy

Name: Basics of a Talent Management Strategy
Author: Priyanko Guchait

Learn how to design and refine your recruitment process

Preview the first lesson free — get full access to all 7 lessons.

Course: On-Demand

(upbeat music) In these lessons, we will look at the fundamentals of a talent management strategy. We'll discuss a business's need for talent. And you'll learn how to refine your recruitment process and figure out what attracts talent the most. You will also gain a better understanding of skill development and the employee life cycle process. These lessons will cover which digital tools can be implemented to enhance employee engagement and how to develop a high-performing business culture. Let's cover five talent-related needs. Increased diversity. We tend to gravitate towards people who share our interests or have similarities, and sometimes hiring professionals are no exception to this. When hiring managers favor candidates based on unrelated traits or similarities, it can impair an organization's level of diversity. As a hiring professional, one way to avoid such biases is to seek candidates who are different from you and those on your team. Hiring those with varying profiles and complementary skill sets can boost innovation and workplace values. Forward thinking. It can be important to think ahead. You can ask employees what their five-year plan is during the interviewing process. It's easy to overlook which skills will be needed in the long run, because most organizations often try to fill vacant positions as quickly as possible. It's important to evaluate what your candidates hope to achieve in the future so you can better gauge their capabilities to achieve long-term goals. Improved employee performance. Another challenge you may face is training employees beyond the initial onboarding and inboarding processes. You can invest in long-term skill-building agendas. If talented employees become increasingly less valuable, refrain from terminating them and hiring new employees. Instead, shift your attention toward finding solutions to retain or elevate your employees, making it possible for them to grow. Promoting from within. You might be eager to attract new talent, because it can be refreshing and exciting for your company. However, some organizations fail to realize that when employees are promoted from within, they are more capable of adapting to new responsibilities. Before outsourcing for new talent, you can first screen your internal talent pool to see who can be promoted. Promoting from within may help increase employee loyalty and commitment. Managing a remote workforce. In today's workforce, many employees work from home. Managers can communicate clear goals and expectations to their remote workforce and ensure employees understand what they can do to succeed. As a result, HR might consider designing new processes and performance measures that are more fitting for a remote working environment.

Beginner Provider : Priyanko Guchait 7 Lessons · 19m in Arabic, German, English, Spanish, French, Portuguese, Chinese

Course Description

These lessons discuss the fundamentals of a talent management strategy. You’ll learn how organizations determine what talent is needed in the organization and how to design and refine your recruitment process. We’ll discuss skills development and the employee life cycle process, and you’ll learn how to use digital tools to improve employee engagement and establish performance standards.

What You'll Learn

Identify the talent needs of an organization and assess current talent
Design and refine an effective recruitment process
Apply skill development practices across the employee life cycle
Use digital tools to improve employee engagement and talent management
Establish performance standards and assess and manage employee performance
Create and sustain a high-performance business culture

Key Takeaways

A talent management strategy begins with determining what talent the organization needs and assessing current talent.
The recruitment process can be designed and refined to be more effective.
Skill development is part of managing the employee life cycle.
Digital tools can be used to improve employee engagement and support talent management.
Establishing performance standards enables organizations to assess and manage employee performance.

Frequently Asked Questions

What will I learn in this course?

You will learn the fundamentals of a talent management strategy, including how organizations determine what talent is needed, how to design and refine the recruitment process, skills development and the employee life cycle, using digital tools to improve employee engagement, and establishing performance standards.

What topics or lessons does this course cover?

The course covers assessing current talent and identifying talent needs, designing and refining your recruitment process, skill development and the employee life cycle, implementing digital tools, establishing standards and assessing and managing performance, nurturing and sustaining a high-performance business culture, and a knowledge test.

What skills will I gain from this course?

This course builds skills in recruitment strategies, talent acquisition, talent management, talent mining, talent planning, and talent recruitment.

Does this course explain how to use digital tools for talent management?

Yes. The course teaches how to use digital tools to improve employee engagement and includes a lesson on implementing digital tools for effective talent management.