April 20, 2021Blogs
Over the last three decades, there has been a drastic change in the outlook of the HR function, from being process and compliance-driven to strategic and employee development-centric. Technology in the HR space has facilitated HR managers with quick automation of many mundane and time-consuming processes such as payroll, hiring, on-boarding, etc. Thus, freeing up time to focus on employee engagement, retention, and development strategies. This transition has been fuelled by the realization that talent development is critical to business growth.
Business leaders often face difficulty in understanding, planning, and developing talent due to the time it demands to carry out such a detailed study manually. And, in many cases, organizations even lack the required know-how to effectively review Talent.
So as a business leader, if you’re eager to understand how your workforce is performing for you, anxious to increase employees’ engagement rather than mere satisfaction or desire to enhance your workforce capability, a good Talent Manager Module helps you with just that. You will be able to conduct talent reviews, make people decisions and develop learning paths.
Workforce talent review should cover the following areas
- Probability of Attrition and Impact of Attrition
- Job Fitment
- Development Needs
The insights generated from the Talent review can empower the leadership to
- Design individual learning plans
- Build recognition & retention plans
- Plan career progression
- Create succession plans
- Identify role correction needs & questionable positions
A holistic platform aided with these actionable insights will not only help an organization with a better understanding of its workforce but also help them enhance, empower & engage their talent. It is recommended that such a Talent Review is done twice a year followed by Action planning.