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Talent Management

The challenge to integrate a critical focus at all levels

Tue, 14 Apr 2009 15:56

By Kim Kemp, CEO Pure Innovations

Recent client feedback and review suggests that managing an organisation's talent will continue to be the most challenging task in 2009.

South African organisations are realising that identifying and developing their existing talent has to be a priority, not only in light of transformation and BBBEE code compliance, but for business sustainability and continued success.

Organisations will be taking a closer look at the emotional contracts entered into by the employee and employer that integrates all aspects of the employee’s relationship with the business into a defined talent management strategy - including their performance management, development, career management, recognition and reward.

One of the key factors is creating development opportunities that not only create upward mobility in the organisation, but help employees increase their current technical competence.

This can assist on a much larger scale by contributing towards skills development goals in South Africa and improving the technical foundation.

Challenges:
Evolving information; leveraging knowledge of the generation gap within the organisation - which increases the need for individuality and a change in leadership styles; integration between human resource processes and the challenge to make them talk to each other; the need to structure agreements suited for key individuals rather than a one-size-fits-all approach - but still within the context of established policies and procedures.

2. The current climate creates skills opportunities
The national skills shortage still poses a threat to business development and sustaining business performance, and we are also seeing cracks in the technical competence of organisations under the current economic pressure.

On the surface, this seems like a threat, but it creates an opportunity for business to gain a more realistic picture of their core competence and real talent requirements, now and into the future.

This may require a mind shift at leadership and operational level to use the negative to shift business focus. This shift will be fundamental to enabling businesses to think, choose and therefore do differently.

Developing business core competence is vital to ensure sustainable growth. The solution is creating a new perspective on how we leverage people and enable their successes; it's about clear focus on what it is we need to achieve and focusing our efforts in the right places.

3. Business Transformation through corporate renewal.
Creating transformation that is real and sustainable will continue to be driven by skills development, talent management and BBBEE strategies.

Corporate renewal can happen through integrating processes using the principles of change management, building confidence at every level in the business and eating the elephant one bit at a time builds motivation and focus.

Less is more - to ensure alignment at every level and maximise resources. Using change management fundamentals increases buy-in and ownership of all the stakeholders.

People buy into what they create. It's not about large scale change management, but about integration and development of productive patterns in thinking, behaviour and problem solving.

For more information check out visit Pure Innovation online.