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Talent Management in Difficult Times

Written by: Tim Schneider

Article Overview: Talent management is always an important functionality but it difficult or lean times it becomes even more critical.

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Talent Management in Difficult Times

Talent management is always an important functionality but it difficult or lean times it becomes even more critical. Good talent management and talent managers will make the following adjustments in difficult times:

1. Recruiting for Fit, Flexibility and Performance
It is imperative that hiring and recruiting efforts turn to a fit based model that emphasises flexibility, innovation and accountability for performance.

2. Synchronizing Organizational Objectives with Recruited Competencies
In hiring and recruiting, the competencies and skills that are most needed by the company must be sought and tested. If your organization values integrity, recruit for integrity. If your organization needs customer service skills, hire bona fide customer service stars. Move away from any dependence on years of experience or education level and focus on the skills that are dictated by organizational need.

3. Synchronizing Training Elements to Organizational Objectives and Performance
Skills and competencies learned in a training environment are not things that should be warehoused. There must be a direct connection between skills gained through training programs and the impact on organizational success.

4. Elimination of Fuzzy Performance Expectations
Clear up an misconceptions or lack of clarity in performance expectations. The clearer and more concise the better. Insure all team members understand what is expected and how that contributes to the success of the organization.

5. Promote Critical Thinking and Innovation
During difficult times, the most needed recovery skills are critical thinking and innovation. Critical thinking allows leaders and team members to look at processes, core products and delivery mechanisms to find waste and unneeded efforts. This lean approach much be encouraged, hired and promoted. Critical thinking will also find redundancies and overlaps needed to be lean and survive any downturn. Managers of the status quo are not valuable in difficult times.

6. Highlight Intrinsic Benefits and Value
Provide regular value updates about often overlooked benefits and value provided by your organization. Point out things like covered parking, free bottled water, training programs, job shadowing and other inexpensive benefits and the value they provide.

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Home > Human-Resources > Tim Schneider > Talent Management in Difficult Times
Article Tags: competencies, core products, critical thinking, customer service skills, delivery mechanisms, difficult times, education level, lean times, organization values, organizational objectives, organizational success, performance 2, performance expectations, performance skills, recruiting efforts, redundancies, service stars, status quo, talent management, talent managers

About the Author: Tim Schneider
RSS for Tim's articles - Visit Tim's website

Tim Schneider is the President and founder of Soaring Eagle Enterprises, Inc. His mission, as well as that of his company, has always been "Committed Only to Your Success." Over the past fifteen years, Mr. Schneider has become one of the most sought after speakers, instructors and professional facilitators in the nation. Renowned for both his style and the content of his messages, Tim delivers powerful messages about customer service, team work, leadership, communication and personal success. Stylistically, he brings an unparalleled enthusiasm, passion and power to his speaking and teaching which always infects his audience. His love of teaching and speaking becomes obvious within the first few minutes of each presentation. Equally obvious is his sense of humor and desire to make each session enjoyable and fun. You will also quickly see that Mr. Schneider never reads from a script and is very animated and in a constant state of motion while working. Read more at: www.soaringeagleent.com/schneider.htm

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