4 strategies to improve human talent management5 min read

human talent

The global economy is an increasingly competitive place. If you want to succeed in this environment, your company needs committed human talent to achieve its goals.  

However, with such a demanding job market, where thousands of candidates compete every day to get their dream job, it can be difficult to find and retain the best employees. 

Fortunately, there are strategies you can use to create a workplace where your employees can reach their full potential. Keep reading and learn the best way to manage your company’s human talent. Let’s get started!  

1. Evaluate the current situation of your human talent 

 The first step to effectively managing human talent is to know the current situation of your company. Thus, this will help you make better decisions in the short, medium, and long term. Likewise, it will allow you to know the processes you need to improve in your department.  

There are two fundamental aspects to consider in this phase:  

1.1. Identify the degree of commitment of your human talent  

In the research conducted by the Gallup firm, it was observed that employee engagement depends on satisfying 12 human needs. When this objective is achieved, employees can be engaged, even passionately.  

Human resources concept

You can know the degree of commitment of your human talent by asking these questions: 

  • Do employees know what is expected of them at work?  
  • In the last 7 days, have they been recognized or rewarded for doing a good job?  
  • Do employees have the materials and equipment to do their job well?  
  • Does the supervisor or anyone else at work care about them as a person? 
  • Do employees have the opportunity to use their best skills every day?  
  • Does anyone at work encourage them to grow as a professional? 
  • Do employees feel that their opinions count?  
  • In the last 6 months, has anyone talked to them about their progress?  
  • Do the goals or purposes of the organization make them feel that their work is important?  
  • In the last year, have they had opportunities to learn and grow as professionals?  
  • Do employees feel that their co-workers are committed to doing quality work?  
  • Do employees have a good friend at work?  

You can collect this data using several tools, such as surveys, questionnaires, or face-to-face interviews.  

1.2. Identify HR strengths and weaknesses  

After you’ve addressed these 12 items, it’s time to determine the areas you want to improve: motivation, remuneration, or training.  

If you notice that your employees are demotivated, you must change your strategy. As a result you’ll be able to improve your business organizational culture.

When the problem is financial remuneration, you should investigate the average salary to reach an agreement with employees.   

On the other hand, if you have identified that the problem is employee training, you can create career plans. As a result, your employees will be able to better visualize their future within the company.  

2. Rethink your objectives

When you are setting objectives, it is normal to include many things in your to-do list. However, your goals must be aligned with the major organizational challenges that the company will face. 

For this reason, you must set intelligent goals. Whose achievement will ensure that the HR department is the pillar of your company’s development. Therefore, to implement this strategy, you must create SMART objectives, focused on the management of human talent:  

Specific: You must be very clear about the result you want to achieve. For example, let’s suppose that in the engagement survey, you detected that “lack of recognition” is an area for improvement. Hence, a specific objective would be to improve motivation and the work environment.  

Measurable: You should establish a system to measure the progress of your objectives. Therefore, we recommend you analyze the following questions:   

  • When will it start?  
  • What do I need to do to achieve it?  
  • How can I measure the progress?  
  • How will I know if it has been achieved?  

Achievable: Your objectives must be realistic so that you can achieve them through the actions proposed. Since, there is no point in thinking big if we can’t reach them.  

Woman during job interview and three elegant members of management

Relevant: The objectives must be aligned with the business strategy and the needs of the staff.   

Time-bound: The objectives and tasks must have a start and end date.  

3. Conduct a 360° evaluation of all managers

If you want your human talent management strategy to succeed, you must evaluate all area managers. Thus, a bad leader could cause a series of negative effects on employees, such as:  

  • Absenteeism.  
  • Poor execution.  
  • Customer dissatisfaction. 
  • Low quality in deliveries.  

In a study conducted by Gallup, in 195 countries and 27 million employees, were identified key actions that a good manager undoubtedly has to do: 

  • Place the right people in the right roles.  
  • Create a culture of accountability, where tasks and activities are well defined.  
  • Engage employees who possess a compelling vision.  
  • Motivate each employee individually.  
  • Coach and develop their team by focusing on their strengths.  
  • Make decisions based on productivity, not politics.   
  • Generate trust and dialogue with their work team.  

Implementing a strategy to improve human talent management is a task that requires joint efforts. Hence, you must be sure that your company has the right managers to achieve it.  

4. Integrate technology into human talent management processes

With the integration of technology, you can evaluate your staff much more accurately. It will also help you streamline payroll management and provide new tools that make it easier to recruit talent.  

In addition, by implementing this strategy you will also be able to:   

  • Have the information secure, up-to-date, and available when you need it.  
  • Create reports and indicators to know your team’s strengths and areas of opportunity.  
  • Identify key human talent within your company.  
  • Create training paths.  
  • Establish working conditions to improve performance and ensure continuous development.
  • Time optimization to reduce the workload.  
  • Automate repetitive processes and increase the productivity of the HR department.  

Female human resources manager talking and introduction company to male applicant.

If you are looking for a tool that offers you all of the above and much more, we invite you to try Freshteam. An intelligent HR software developed by the giant Freshworks. Which promises to optimize to the maximum the human talent management of your business.  

Get more information about Freshteam or any other solution from the Freshworks ecosystem through GB Advisors‘ team of experts. Contact us now! 

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