Customized Talent Management: Unlocking Employee Potential

The Power of Customized Talent Management

One of the behaviors that managers are striving to change to more efficiently reach their goals is how they manage the talent of each subordinate. The focus should not be on finding new, outstanding talents, but rather on how existing employees can increase their training and development.

Key Benefits of Tailored Talent Strategies

The customization of talent management can yield substantial results, such as a more committed and satisfied workforce, lower turnover, and a greater ability to attract the "stars" of the workforce. This approach is being adopted by major companies like Google, Microsoft, and Procter & Gamble.

Aligning Talent Management with Business Goals

Through identification, the motivations of subordinates can be discovered. Talent management must be a priority in organizations, promoting mutual understanding (business-professional) and teamwork. As one expert states, "For this reason, customized talent management is a fundamental pillar." This management must be efficient to cultivate efficient and productive professionals. It aims for excellence in individual skills, aligned with operational needs. These practices ensure the development and management of people's potential: focusing on what they do and what they could do.

The Manager's Role in Cultivating Potential

This section relates to how managers must align talent management with the company's direction and functions to efficiently and effectively achieve organizational objectives. To achieve this, managers can develop logical and well-structured plans and programs for effective recruitment and staff training. Motivation is a key function of management. Employees are likely to feel motivated when employers invest in their training and development, as this allows them to continuously grow, avoid stagnation in their careers, improve, and advance, thereby helping them realize their personal goals.

Personal View: Nurturing Internal Stars

My personal opinion is that employers should not primarily seek employees with the most theoretical knowledge. Instead, they should personally manage each worker, leveraging their individual strengths and motivating them to become the 'stars' of the company.