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3 Things That All Integrated Talent Management Programs Need

HOUSTON - JUNE 3, 2016
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Tom White

 

Posted by Tom White, SR HCM Consultant and Product Manager, Kahuna

 

We get asked all the time, “How do I implement a successful talent management program?” Well, it definitely takes more than just implementing a system. It is a combination of things but we have laid out the 3 things that we tell our clients when they implement an integrated talent management program for their organization.

 

Process first!

Like I said above, ITM is not just “okay, I found the system I like. Let’s get started.” It is firstly, and most importantly, a process. Before you can even think about which system you should use, you need to define what those processes are and how you will utilize them. Look at the global standard and local nuances, identify how your processes will integrate and work together, then you can move on to the next step of finding a system. With modern technology, systems can be as flexible as you want them to be. There are no longer the constraints that you use to have so you can define the requirements that you see fit for your organization.

 

Competencies as currency.

A truly integrated process requires some kind of currency to tie all of these processes together. At Hula, we see competencies as that currency. When competencies are done well, they become data points to be used or referenced in each process. Competencies can be utilized in recruitment, onboarding, building job roles, employee assessments, identifying skills gaps and identifying learning opportunities, retaining key talent, and discovering your HiPOs. Competencies can also be used to bring Talent and Operations together. For example: when operations is bidding on a project, they need to know what skills are required for that specific job. They can easily access the system to know what employees have those skills so that they are adequately prepared for the project.

 

Engagement

Even the best programs can fail if your people are not engaged; and being engaged doesn’t just mean playing your part. Too often ‘talent’ initiatives are seen as a “check the box” exercise. This not only undermines the participation but also the data quality. So how do you properly engage your employees?

  • Your employees are your change agents and they need to be included throughout the process.
  • Ownership is a key motivator for the modern workforce.
  • The user experience has to be good.
  • Your technology must be up to par with that of the technology they use in their everyday lives. Would you be engaged if you went from using a slick interface like airbnb or Yelp to using a technology that looks like it is from the 1980s? You have to make it feel like they would use it outside of the work environment.
  • Don’t get me wrong, UI isn’t everything. People won’t care if it is time consuming and doesn’t fit in to their schedule. The right technology can help here, as well. It can make the process quick, flexible, and easily integrated in to their daily lives.

 

We have found with our clients that these are the major triggers that can make or break your program. If you follow these three tips, your talent management program will be easily implemented and you will have a successful go-live throughout your organization.

 

For more information, you can contact Tom at tom.white@hulapartners.com or visit www.hulapartners.com/kahuna

 

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