7.1. Integrated Talent Management: Key Components of Talent Management Systems

Talent Management Systems: What systems and processes organize how talent is managed within your organization? What are some critical factors and components that should be part of the talent management system? How can talent development professionals help to overcome some of the “mystery” in managing employees/talent? (AOE 7. Integrated Talent Management; 7.1. Key Components of Talent Management Systems)

Areas of expertise (AOE) 7: Integrated Talent Management
“Builds an organization’s culture, engagement, capability, and capacity through the implementation and integration of talent acquisition, employee development, retention, and deployment processes, and ensures that these processes are aligned to organizational goals” (ASTD, 2013) -- in short, integrated talent management ensures organizations have the right people, with the right skills, in the right jobs, at the right time -- this means thinking about human resources, organizational development, talent development, more to bring a company's goals and missions forward to enhance their products, services, and output. Key knowledge areas or AOEs for section 7 include:
  • Key components of talent management systems
  • Workforce planning and talent acquisition approaches
  • Career development theories and approaches
  • Individual and organizational assessment tools
  • Talent management analytics
  • New and emerging talent management software solutions
  • Approaches to maximize workplace diversity
  • Legal and ethical issues related to integrated talent management
Books read and referenced for AOE #7:
  • What Works in Talent Development: Starting a Talent Development Program by Elaine Biech (2018)
  • Employee Training & Development, 7th Ed. by Raymond Noe (2017)
  • ASTD Handbook: The Definitive Reference for Training & Development, 2nd Ed. Edited by Elaine Biech (2014)
  • Training and Development for Dummies by Elaine Biech (2015)
7.1. Key Components of Talent Management Systems

Talent Management Systems
: What systems and processes organize how talent is managed within your organization? What are some critical factors and components that should be part of the talent management system? How can talent development professionals help to overcome some of the “mystery” in managing employees/talent? (AOE 7. Integrated Talent Management; 7.1. Key Components of Talent Management Systems)

Talent Management
(Noe, 2017, p. 26): defines it as “the systematic, planned, and strategic effort by a company to use bundles of human resource management practices, including acquiring and assessing employees, learning and development, performance management, and compensation to attract, retain, develop, and motivate highly skilled employees and managers”; due to changes and evolution of our working roles, occupational trends, and needs within our jobs, there are needs for developing skills, obtaining knowledge, and apply concepts within our career journeys - shifts in emerging technologies, generational differences, leadership development, etc. 

READ: Building a Talent Development Structure via ATD Research (November, 2015)
This report organizes talent development into 15 primary functions and 24 secondary functions

Learning Objectives: 
  • Describe two approaches to workforce planning and talent acquisition
  • Outline performance management elements necessary for successful talent management 
  • Define the types of learning opportunities available for employee development
  • Identify viable succession plan actions
  • Explain the role of compensation and rewards in talent management
  • Relate organizational strength to engagement and retention strategy
Workforce Planning & Talent Acquisition Approaches: to ensure organizations have the human capability and capacity to meet strategic challenges you need to plan for and acquire the right talent. Here are the two approaches:
  1. Targeted and Reactive: Conduct a gap analysis and determine the root cause or why the gap exists, select a potential talent solution, consider the costs to develop internal talent or acquire external talent -- get buy in for the solution and implement the solution, i.e. recruitment to attract the right talent and new professionals.
  2. A Talent Shortage Lens: planning ahead to be proactive by these steps:
    1. Clarify the business drivers, strategies and talent needed to support both
    2. Research current and future labor markets (internal and external) for the talent supply and demand 
    3. Model future workforce scenarios to provide input for strategies aligned in the talent pool and business
    4. Outline expected talent gaps beyond the obvious (e.g. skills or numbers) with critical insights on how to close these gaps
    5. Develop a comprehensive, holistic, and measurable workforce plan to close the gaps before they limit the organizations’ ability to execute the business strategy
Performance Management: through strategy and process you will establish integrated expectations, developing capabilities, and ways to improve performance (e.g. retirements, new hires, emerging technologies, or new strategic directions) will have TD professionals management performance by:
  • Clarifying responsibilities
  • Establishing accountability for goals, standards, and expectations
  • Providing learning opportunities and building capabilities
  • Providing resources and required support for TD
  • Developing action plans
  • Reviewing progress
  • Providing feedback and coaching
  • Taking corrective action when necessary
Employee Development: leverages formal and informal learning opportunities to ensure that professionals have the right skills for their current jobs and are developing skills and knowledge for future career opportunities and industry needs; 70-75% of work-related learning happens informally outside a classroom or a course, including coaching, reading, mentoring, self-study, social media or internet surfing. 

Other ways you can think about training and education programs:
  • Internal or External Training
  • On-The-Job Training
  • Self-Development and Self-Study
  • Online Learning
  • Job Rotation
Leader and Manager Programs: this is often part of succession planning for managerial and supervisory training; part of an integrated talent management program; this may include mentoring programs (or sponsorship); action learning (potential leaders study their own actions and experience to improve performance); and coaching programs. The most effective development program support these three key tenets: 
  • Each person is responsible for his or her own development
  • Executives are responsible for guiding & supporting the development of their employees
  • The organization is responsible for providing opportunities for the growth of all
Succession Planning: Two key questions regarding talent management:
  1. Do we have qualified people ready to fill key positions now and grow the business in the next 3-5 years (short-term emphasis)?
  2. Will we have enough qualified candidates ready in 5-10 years to fill key positions (long-term emphasis)?
Succession planning is how you identify and develop potential talent for key positions in an organization through systematic evaluation process to fill these critical roles, and helping to:
  • Identify and analyze critical roles
  • Identify growth, decline, and other changes affecting critical roles
  • Identify potential attrition from critical roles
  • Identify high-potential individuals
  • Select talent for certain roles
  • Determine success program structure
  • Assess talent against job and personal requirements
  • Assist with creation of individual development plans 
  • Encourage management discussions
  • Monitor attrition and candidate progress
  • Use outside information to fine tune plans
  • This is a living process; succession planning requires regular reviews
Compensation and Rewards: this can be a key component for any job candidate and important factor for retaining talent; this might include medical, vacation, retirement, stock options and more; work-life balance or flexible working schedules, access to technology, ability to work remotely, childcare, or other benefits.

Engagement and Retention
: is a desire to create an environment where employees have the tools, resources, and professional opportunities to develop skills and fulfill their career goals; long-term career growth and opportunity strategies, employees are empowered to reach their full potential and add value to the organization. Seven key drivers of engagement:
  1. Trust and integrity
  2. Nature of the job
  3. Line of sight between employee and performance
  4. Career growth opportunities
  5. Pride in the company
  6.  Co-workers/team members
  7. Employee development
Interrelationships Among Talent Management Components: Through effective talent management, employees develop skills to work more efficiently and effectively, produce sustainable growth, grow professionally, and help the organization attain its goals. Success is all about planning for and acquiring talent, ensuring that people are performing to meet and exceed expectations, developing skills to move the organization forward, and ensuring a people of talent for the future.
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