Tuning into Talent Management
16 February 2010
Author: Bill Wynn
The UK has a skills shortage, especially in the industries that Project Resource specialises in namely construction, civil engineering and infrastructure industries. So when companies attract the best talent, how do they keep that talent? Do you have a talent management strategy?
Acquiring and retaining people is already important and will become more so. A business that has low turnover of staff and invests in its staff is likely to be a winning company. A happy workforce is a productive workforce. Pictorially I found a diagram which gives a simple guide to what talent management is all about (see below).
I read an interesting article in Recruiter magazine back in 2007, in which reference was made to how Google view their team (employees). Once Google gets the right candidate they make sure they keep them.
They make their people feel important; they apparently send them a present, as soon as the contract of employment is signed. Then before they join, Google take the new employee out to lunch, and on their first day balloons and cake to welcome them. New Google employees are known as Nooglers and are assigned a buddy, have weekly meetings to discuss issues and training needs and attend support groups. Once working for Google, employees spend only 70% of their time on their core job, 20% on improvement activity, and 10% doing anything they want.
Interesting, I am sure you will agree, and probably not practical for many companies, but give food for thought. Part of my job at Project Resource is to constantly review our talent management strategy, to ensure our team are motivated correctly, their aspirations as clear, their objectives met.
Project Resource as part of our recruitment service can speak with employers about their talent management strategy. If you would like to discuss talent management for your business feel free to email me at email@example.com or leave a comment here.