Why do some good companies go bad and others thrive?
Did you ever ask yourself why do some corporate giants fail to change?
70% of change efforts fall short of desired results!
McKinsey Global Institute
The problem today is not an inability to take change action but an inability to take appropriate action, organization leaders seek solutions in the wrong place. The biggest challenge to most of the successful companies happen when they face big changes in their environment, they often fail to respond effectively.
Unfortunately some ultimately manage to recover usually after painful losses but many don’t.
Harvard Business review
Is your company complacent?
Some describe complacency in business – where organizations are uneager to improve and change – as a silent business killer that strikes without warning and can bring even the biggest and the brightest companies to their knees.
Don’t you think it may happen? It does, every day. It happens to small and big businesses. It does not care of your size or history. You should be ready and well equipped; however, you should not start making changes in your company until you have a good understanding of your current organization. But take care that your need and desire to change should not create a false sense of urgency that leads to a lot of energized actions, but driven by anxiety, anger and frustration. Make sure that your sense of urgency does not divert your focus to win.
Remember always “keep your eye on the ball”
Talent Management Model does not differ much from football; the concepts are pretty much one and the same. A football coach usually monitors random matches in order to identify the best player in the field, but what constitutes ‘the best?’ Well, it all comes down to whether or not the player has potential in terms of talent and passion, such that, one day, they may become the coach themselves.
Thanks to the work of HR Professionals, talent management model has been broken down into easy-to-understand concepts: Identify, Develop, and Sustain your talents. JOBMASTER’s Consultants can take you through all these phases, from recognizing your potentials to nourishing this Talent professionally.
- In the identification phase, in order to identify any potential talent, firstly, you should consider the technical and non technical competences of the candidates before they are included in the talent pool.
- This is to be followed with the talent analysis. Filtered candidates are mapped on the talent matrix comparing performance, assessment outcomes and potentiality to finalize the individuals in the talent pool.
- During the development of talent, the candidate will have a Personal Development Plan (PDP) in order to capitalize on all available development tools.
- In the Implementation and Monitoring phase, the PDP is implemented. Each stakeholder performs the role outlined in the previous phase.
- And finally, an evaluation is of the candidate’s commitment and progress is reviewed to determine whether he/she will remain in the pool for the next cycle or will be excluded.
Applying the Talent Management Model, helps you understand your employees better, as you become more insightful about their development needs, career aspirations, strengths and weaknesses, abilities, likes and dislikes. It is therefore, easier to determine what motivates whom and this helps a lot in the job enrichment process.
Have the competitive edge of knowing your employees better!
For more about our Talent Management Solutions, contact us now firstname.lastname@example.org