Talent Management with Board Developer is dedicated to expanding the knowledge and effectiveness of people in order to increase engagement and reduce attrition. It’s a process of continuous diagnosis, action planning, implementation, and evaluation; with the goal of transferring knowledge and skills to organizations and improve their capacity for solving problems and managing future change. This article is an overview of some of the reasons that so many businesses are turning to Board Developer for their talent management needs.
Overview of Talent Management
Talent Management involves planned, systematic change in the beliefs, values, and attitudes of employees for individual and company growth and engagement. This is done by Board Developer through the development of a talent strategy that is aligned with the business and the Human Resources strategies. Specifically, it addresses the recruiting strategy, onboarding, talent development, performance management, succession planning, talent analytics/reviews, and off-boarding. It also includes all components of company culture. Talent Management is meant to change the way that people think and how they behave in the work environment.
Talent Management is a manifestation of organizational development that started about 10-15 years ago. The research started in the 1920s where industrial-organizational psychologists realized that the structures and processes put in place by a company can have an effect on their effectiveness. Further work was done throughout the next 30 years until it emerged as a prominent field of study within business topics. At that time, it was referred to as Organizational Development.
Benefits of Talent Management
Talent Management strategies by Board Developer are individualized for each client. The focus is to increase employee engagement, reduce attrition, and create better cultures to become an employer of choice. This is done in part through talent development.
Second, talent development, a component of talent management, allows for professional development of executives as well as in-role development of all employees. This might be done via webinars, video conferencing, seminars, stand-up delivery, and e-learning.
Last, talent management is a fluid and dynamic process. It should be aligned with both the HR and business strategies. When this happens, then there is a streamlined effort to reduce human capital cost, retain talent, and increase productivity.