Introduction
Talent development is a process that organizations have used to enhance the workforce and ensure it meets the organizational goals. The term can be defined as supporting employees’ learning and growth through initiatives and activities created by the firm (Greene, 2020). Companies need to have a defined path to enhancing the skills and capabilities of employees.
The plan allows the workers to be prepared for changes that may occur at the workplace. The organization has to identify each employee’s potential and create strategies to grow their potential. In the modern era, talent development enhances individual skillsets and capabilities, improving organizational performance.
Talent Development Strategies
Identifying Skill Gaps and Filling Them
One strategy for talent development is to identify skill gaps in the workforce and suggest ways to fill them. This involves understanding the firm’s short-term and long-term needs and identifying the skills and roles needed to achieve the objectives. Organizations can use recruitment to address the lack of skills and roles needed to fulfill specific goals (Greene, 2020). The business can also identify staff members who can provide the team with the needed skills.
Supporting Employee Advancement and Skill Development
Another strategy can be used to recognize the employees who need to advance and achieve their talent development goals. In every organization, some workers always want to learn a new skill. The organization should work to identify such employees and provide them with the training to advance their skills.
This will create an environment where employees will constantly improve as they feel the management supports them. The work of human resource professionals is to provide a platform that creates the need to develop and learn (Greene, 2020). Helping employees achieve individual goals can benefit the company through improved productivity.
Soliciting Feedback to Improve Talent Programs
Another strategy is to request feedback for the talent development program identified by the organization. This is crucial as it will ensure the company constantly improves the program to suit current and future needs. Communication at the workplace improves synergy and ensures that employees feel valued (Greene, 2020). The management should encourage the workers to provide honest feedback. Human resource managers should act on the information provided to show the employees that their voice matters. This strategy can result in the organization retaining the majority of its workers.
Training Managers to Coach Rather Than Micromanage
Another aspect is that organizations can train managers to coach the workers instead of micromanaging them. The essence of talent development is to enhance the skill set of employees. Micromanaging workers can harm employees’ ability to achieve their goals (Dalayga & Baskaran, 20). Management should focus on growing the confidence of individual employees to ensure they can handle future tasks that may be challenging. Therefore, talent development involves identifying skill gaps and filling them using different strategies that focus on the individual.
Conclusion
In summary, talent development allows the organization to create a workforce capable of handling different problems. Organizations adopt different strategies to create a dynamic workforce. It is essential to know the skill gaps and then create ways to solve them. This can be done by reviewing the employees and creating a way for their development. The organization should aim to have a workforce that is confident, independent, and highly motivated.
References
Dalayga, B., & Baskaran, S. (2019). Talent development practices: Does it matters? International Journal of Academic Research in Business and Social Sciences, 9(6), 896-906. Web.
Greene, R. J. (2020). Strategic talent management: Creating the right workforce. Routledge.