A Must Have For Creating Operational Efficiency
The most important asset any organization has is its workforce. The better the workforce, the better the results when it comes to meeting organizational goals.
This means that the earlier an organization begins to elevate talent development the sooner they will shift towards a more productive workforce.
Talent Development should go beyond regular training exercises; it must involve the use of human capital for promoting the mission of the organization.
When you are able to identify, develop, and retain the right talent with high potential, you will experience a multiplier effect that will spread through the organization.
A study conducted by International Journal of Management Studies indicated Talent management led to organizational performance and that employee engagement moderates the relationship between talent development and organizational performance. We can correlate that developing our employees would lead to high potential employees.
To have a highly effective team in place, you need to put together a process that is best suited for your organization.
We have put together a checklist that you can follow to establish an effective talent development procedure for your organization.
Step#1: Conduct Talent Development Assessment
Even though talent development is essential for the growth and success of your business, you need to find out how ripe your organization is for one.
- Meet with Your organizational leaders
- Define Your organizational strategic goals
- Identify how Your goals translate into talent and skillsets
- Evaluate the budget
- Assess existing training programs
- Evaluate the commitment to your learning culture
- Identify training measurement processes
- Identify talent development stakeholders
Step #2: Design New Talent Development Process
- Identify Your team
- Compile and categorize the talent needs
- Establish a budget
- Identify training development delivery methods
- Remember this is a technology-driven world – Use It.
- Craft development plan
Step #3: Develop Your Program
- Define your hybrid blended learning program
- Include experiential learning and small group coaching in all programs
- Identify behavioral assessments to use in programs
- Leverage existing workforce experience
- Partner with your instructional designer(s)
- Establish program schedules for talent training
- Include quality on-the-job experiences as part of the development plan
Step #4: Implement Learning Experiences
- Set talent development schedule
- Communicate with leadership, team and employees
- Assign required learning and recommended learning events
- Craft a strategic marketing initiative for all programs
- Leverage all organizational social media platforms
- Solicit feedback regularly
Step #5: Measure and Evaluate Impact
- Evaluate each learning program and participants
- Assess the new knowledge, skill and attitude acquired
- Schedule 30 Day follow to evaluate the application of new knowledge
- Rate and Report your results to leaders and employees
- Celebrate your successes
Take the Leap into The Future
Returning to work in the future has opened new possibilities. It is time to step back and strategize how to use technology to connect jobs, teams, the organization, and the customer experience.
Being resilient by implementing virtual employee onboarding, transitioning your standard operation processes into an online platform and providing communication platforms in customized virtual environments to enhance employee experience are just a few examples of leaping into the future.
Talent development is not an easy task, but it is also not impossible. The need for talent development as well as the impact it has on the growth and stability of your organization is enough to make you take a proactive approach to make it happen.