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Key to a Successful Talent Management Strategy

Niti Sharma

According to a study conducted by Bersin and Associates LLC, organizations that have effective strategies to manage their talent on average achieve:

  • 26 % higher revenue per employee
  • 40 % reduced turnover among high-performing employees.

Talent management can be a highly useful process when implemented correctly. It can develop, attract, and retain highly productive employees.

What exactly is talent management?

It is a holistic corporate strategy of every human resource process that aims at motivating, attracting, developing, and retaining the best employees over the long term.

What are the primary elements of talent management?

Talent management is made up of several elements, but the most vital ones are the following listed below:

  • Talent acquisition and retention
  • Strategic planning for employees
  • Managing the overall performances of employees
  • Motivating employees
  • Providing them with fair compensation
  • Assisting employees in career development
  • Planning the overall success of an organization. 

These primary components however might overlap and might not be effectively managed by many talent management teams. According to a study conducted by McKinsey in 2018, only 5 percent of employees reported effective talent management strategies and processes, and a noticeable increase in organizational revenue.

How can talent management strategies be improved?

The best results are achieved by organizations that:

  • Employ human resource teams who have the time to put in their talent strategies at work.
  • Deploy talented employees to teams and projects based on the skills required.
  • Have human resource teams precisely to make sure employees have a positive experience working in a company.

So, the keys to a successful talent management strategy are that talent management teams must be strategic, positive, and agile.


It is essential for talent management and human resource teams to have a strategic approach. They need to set precise goals before hiring people and set questions for themselves like:

  • What are the objectives of a company? What are the skills needed to achieve these set targets? What are the vital positions?
  • Do we already have high talent employees in the company? Where are their skills and competency gaps?
  • What initiatives and processes do we need to set to hire employees with the required qualities? How can we have a fair distribution of roles? Do we need organizational change?
  • What are the ways that we can use to determine whether a potential employee has the desired skills?
  • Are there any existing talent strategy tools that we can use to support, retain and motivate employees in a targeted manner? What are the reasons for employee turnover?
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Satisfied employees tend to outperform their job roles and stay longer in the company. Talent strategies set by HR and talent teams need to ensure that employees feel they are in good hands from the very first day at work. This could include targeted employee relationship management initiatives such as meetings to provide regular feedback and work on skills that they fall short at. Give employees development opportunities and career prospects that suit them. Most importantly, HRs need to make employees and teams feel valued.


How do HRs quickly assign talented individuals to strategically foreground projects? They do it by making talent management an administrative task. They need to ensure that they have management backing at the highest level. This way, all administrators or managers are kept in the loop on strategies recommended by talent and HR teams.

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