Why does individual talent management help build excellent organizations?

To grow and fulfill themselves at work , people must feel good, be safe, be satisfied, inspired and not under pressure, stressed, not valued. 

The talent management , understood as promotion of individual talents , is no longer defined solely as the search for someone with skills outstanding and performance, but as an investment in the value that the individual can bring to the company over time. It is therefore not just a question of focusing on the right person, but of enhancing him in the most appropriate and advantageous way. In a healthy community, work responds to specific and fundamental needs for people: in addition to defining one’s role in the family and in society, it is an essential part of everyone’s identity because it gives sustenance , protection and fulfillment. both economic and personal modern workforce solutions .

Advantages of talent management in the company: why is talent management useful for organizations?

Working on the well-being of people on individual motivation through targeted monitoring strategies and investment in training is necessary to create organizations and companies that are effective and capable of creating value in increasingly complex market contexts over time. Favorable work contexts “pay” because they activate the centers of learning , creativity and concentration, triggering a virtuous circle that translates into greater productivity and innovation. 

The advantages of talent management are many: sharing a collective goal, managing work with the emotional side as well as the rational one, experiencing the coherence between culture and processes, creating organizations in which people of value obtain results that exceed expectations.

Definition of talent management: what is it and what does those involved in talent management do?

Literally, Talent Management is talent management , understood as a process of development and maintenance over time of professionals in the company , therefore of current and future workers , increasing retention with precise strategies aimed at retaining talents in the company . Those involved in talent management have the task of implementing strategies and initiatives useful for the human resources and talent management system , with the aim of promoting the growth of the company.

The talent management – in order to retain talent and people of value in a company – today is fundamentally based on:

  • Attention to individual specificities , from a standard approach to a personalized approach to the individual;
  • Report of listening between the company and collaborator;
  • Frequent monitoring and evaluation
  • Continuous circular feedback;
  • Development of organizational cultures that allow people to express and realize their potential through personalized training courses ;
  • Job rotation strategies , which allow talents to play different roles in the company;
  • Enhancement of talent in relation to the team and not as an individual exceptionality;
  • Planning the individual growth path of each talent,
  • Transversal skills.