Talent Management: End-to-End Process View


Talent Management TM is not just about finding great employees and making them productive. It is much more and any serious TM effort must speak to the end-to-end system perspective.

To illustrate, we can consider TM dealing with four critical business decision issues:

First, is discerning what talent we need and the most attractive form it can take to meet these needs. We do this through considering our business strategy and the roles that support achieving it. Talent is always a means to an end.

Secondly, we consider how best to secure our appropriate access to the talent we need. Employment may be an option. However, other options may be superior and more economical. I have explored how we might approach this in other posts (Talent Management: Your talent problem is because you only want it one way!Talent Management Public Policy Issue: Should we make regular use of temporary foreign workers?Talent Management: 6 Ways to Approaching Talent ShortagesTalent Management: Talent is not a “Someone” it’s a Delivery VehicleTalent Management: Dealing with Systemic Supply Market Shortfalls).

Third, how do we best utilize the secured talent so we derive the necessary business benefits? This is of course the performance management issue. Depending upon the form of the securing the approach to managing performance will vary. The typical HR centric  performance management systems we often see (annual contracting and periodic reviews) is applicable (at best) to employee centric talent options.

Fourth, are we deriving the benefits of our talents’ best efforts? All to often we think about getting results. This is insufficient. Results are also a means to an end, aka as outcomes and benefits. If we don’t get the outcomes, then something is not right, our well intentioned efforts did not provide the desired value.

When you listen to your TM Officer (or analogous title), do hear him/her describe this en-to-end insight and perspective? If not, perhaps you are being shortchanged?

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About 123stilllearning456

As a management consultant I am passionately interested in talent management and risk/uncertainty issues. In the area of talent management I propose that we seek strategies that look beyond the staffing/employee centric frames of reference. I have been frustrated at the "closing down on possibilities" by these more conventional staffing/employee centric approaches. I have been impressed where people have found systematic solutions to their talent management issues by going beyond the conventional approaches. In the area of risk and uncertainty, I am interested in making this topic relevant to more normal decision making situations. My conceptual foundation is to use the micro-economist's fixed/variable cost theme. I also think it is important to look at these issues for people through their emotional and psychological lens. As a premise I think risk and uncertainty only exist where there is a person who cares about possible events and its consequences. Hence, risk and uncertainty are social based concepts (no sentience, no risk and uncertainty). A major influence on my thinking in this area is Nassim Taleb of "Black Swan" fame. This BLOG provides me with an opportunity to express my thoughts on topics that interest me. As this is an online diary, content is more important to me than polish. I apologize if this distracts from readers' enjoyment and learning. Still I find this a useful way to live up to my namesake, learn more from others and hopefully provoke creative thoughts and ideas in others.
This entry was posted in Decison Making, Performance Management, Risk & Uncertainty, Strategy, Talent Manangement. Bookmark the permalink.

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