Hidden gems
Speaking of internal recruitment, it is often the case that the existing workforce already includes individuals who would excel in a given role but are currently underutilized performing mundane tasks. Hidden talent is worth seeking, because you may discover a valuable candidate who is not only thoroughly familiar with the organization, but also appreciates the new opportunity and thrives in the new position.
The first, cost-free and easiest method of searching is to involve the middle managers. Direct conversations, openness to new ideas, and careful observation will make it easy to spot outstanding individuals. Establishing a dedicated space for employee initiatives can also be helpful.
The second option consists in aptitude assessments, such as Gallup tests. These assessments help identify the personality traits of employees and perhaps match them to new roles. Competency tests, on the other hand, will enable you to identify their strengths, such as logical thinking.
An employee appraisal system can also be a valuable tool. A thoughtful selection of metrics will allow you to not only establish clear criteria and identify potential candidates for promotion, but also to recognize employees who go above and beyond their assigned responsibilities.
The path to the top
Talent is not everything. Getting the most out of talent requires providing opportunities for employees to grow. Whether this involves a mentoring program, internal workshops, or external training sessions, career path planning should meet several important criteria.
Because everyone has a different initial skill set, learning pace, and goals, it is important to personalize career paths. While it may not be possible to tailor them to each individual, employees can be given the freedom to choose their desired direction.
Another consideration is the long-term strategy of the organization. Career planning for employees requires looking several years ahead and considering what the organization will look like then. Which roles will be the most crucial? What are the potential hiring gaps? What new areas will emerge and which current areas will become obsolete?
When creating development programs and career paths, it is essential not to overlook succession planning and to establish a clear hierarchy, ensuring that employees are prepared to take a step up while defining clear criteria for promotions.
Safe environment
Skilled specialists are a highly valuable asset for any organization, yet those responsible for people management sometimes overlook this fact and fail to prioritize the well-being of long-time employees. While attracting new talent is important, retaining it presents an equally significant challenge.
In addition to the growth opportunities, openness to innovation, and training programs mentioned above, it is vital to understand what motivates and satisfies employees. For some, it may be extra vacation days, while others may be more interested in benefits, reward systems, leadership opportunities, or the prestige of the organization.
Exchanging feedback on a regular basis is essential to understand employee perceptions and respond to them promptly. It also gives employees the opportunity to learn about their strengths and areas for improvement without unpleasant criticism. Depending on your organization, feedback can be shared through surveys or face-to-face interviews.
HR managers should also continually monitor the labor market and its trends to avoid being outdone by a competitor offering a much more attractive benefits package.
Underestimated culture
Amid the focus on various facets of talent management, such as recruitment, onboarding, training programs, or career path planning, one fundamental factor that is often overlooked is organizational culture.
Organizational culture determines whether employees are willing to share their initiatives, whether their voices are heard, whether they can find a balance between work and leisure, and how they feel within the organization.
Creating an environment that fosters creativity, skill development, and progress not only facilitates the discovery of new talent but also makes retaining it easier.
Develop talent with SuccessFactors
ERP software vendors understand the needs of those responsible for managing people and provide them with a range of valuable tools. SAP, which continues to lead the market, ensures comprehensive employee journey management with modules from the SuccessFactors family.
SuccessFactors goes beyond hard HR functions like pay slips, schedules, reporting, and analytics. It also provides a whole range of soft HR capabilities related to training, career path planning, recruitment, and onboarding. Its primary benefit, however, is that it simplifies and automates many processes, freeing up time for HR professionals.
To learn more about what SAP SuccessFactors can do for you, check out our offer and read our e-book with a step-by-step implementation guide from our experts.
