Training Magazine Middle East March 2015 - Page 19

Talent Management

To effectively manage talent, organizations are required to assess employees on a variety of platforms on 4 basic levels or stages of employment:

Hire –

Did you know that the average time spent by recruiters looking at a resume is 5 to 7 seconds?

Did you know that only 35% of applicants are actually qualified for the jobs they apply to?

It is imperative for organizations to make the highest quality appointments while in the recruitment process. It is at this stage that the hiring team can sieve through the applicants using a wide range of high-level selection criteria and effective interviewing skills, thus enabling the right candidate to be selected.

Enhance –

What usually tends to happen is that once an employee is settled in their job role they tend to submerge themselves completely in said role and deprioritise the importance of personal development. This could be due to various reasons, such as:

Poor time management

Lack of self-belief


However, if an employee is effective managed, supervisors will notice their talents in a particular skill and look to enhance the same through training programs, personal development plans, learning & development, performance management and appraisals.

Promote –

Enhanced employee performance helps prepare employees with high potential for the next level. This brings Talent Succession Planning into focus, thus giving employees an opportunity to grow within the organization. In keeping with the motto of ‘having the right people in the right place to do the right job’, the effectiveness of the team and its players is highlighted making for an undisputable performance.

Promotion of staff does not necessarily depend on tenure within the organization or amount of overall experience in that specific field. Listening to the employee’s preference of tasks and passion for a particular skill will provide management with an insight into potential candidates for promotion or succession.

Retain –

After investing in an employee – training & development, professional coaching, skill enhancement, etc. it seems prudent that the next step for the organization would be to retain said individuals.

This is by far the most crucial step in the entire employee management process, as this would essentially prove to be the test in the effectiveness of the organization’s loyalty to staff. Keeping the employees constantly challenged and mentally and strategically occupied reduces the risks of losing high performing staff to competitors.

However, at the end of the day, the decision truly lies in the hands to of the employee – Do they find a future with the organization which they are currently employed with? Or do they consider it a stepping-stone to a bigger goal, which is more aligned to their true passions and talent?

Diahann has over 7 years of training experience in both India and the UAE. This ranges from Customer Service, Soft Skills, Speech Enhancement, Behavioural and Leadership. training.

talent management


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