Talent Management According to Mike Giuffrida and Other HR Professionals
Talent management is something that professionals like Mike Giuffrida have long tried to define. However, this seems to be quite difficult because it is such a wide-ranging field. It is about deploying, retaining, developing, identifying, and attracting individuals who are able to add value to an organization as a whole. Exactly how this is done properly differs between organizations as well. However, HR professionals feel that organizations should at all times take a strategic approach towards achieving this. Doing so will ensure their workplace performs better, that staff are committed to learning, that they set their brand apart as a positive one, and that they develop a more diverse workforce. Hence, talent management should be a key priority for all organizations, be they in Hartford, Southington, or anywhere else.
photo/ Gerd Altmann
Mike Giuffrida on Talent Management
Talent and talent management are now two very important elements of any organization. As a result, all businesses should address this. They should create an appropriate talent management strategy that is aligned with their other strategies. The approach should be inclusive instead of exclusive and it should ensure that the right people are involved in it. Effectively, it should focus on creating a loop in which talent is managed and then manages more talent. Implementing such a strategy also requires a degree of change management, however, and that must fit in with the company’s overall culture.
It is clear that HR professionals are vital in making sure a talent management strategy is properly designed and implemented. They can provide full clarity on the challenges faced by the organization in terms of their recruitment and retention and whether or not strategic objectives can be met. Furthermore, they are the ones who will ensure that career opportunities are both developed and signposted within the organization and they have the resources that can enable employees to unlock their potential.
It can be very difficult to define “talent” however. This is why most organizations have their own definitions and interpretations of it, moving away from a universal definition. That said, there needs to be some sort of universally accepted concept of what talent and talent management is. Most agree that it includes:
- Talent discusses those people who are able to influence organizational performance through their potential in the future, or through their immediate contributions in the present.
- Managing talent means attracting, developing, identifying, retaining, engaging, and deploying people who are classed as having “talent”.
What these two elements show is that talent management is about far more than simply getting talented people into the organization. It is equally about identifying people already in the business who have talent waiting to be unlocked. It is also about developing talent and thinking about the future. Organizations are creating increasingly broad definitions of what talent is and what it means to them, as well as how they want to manage it. However, all agree that it is critical that talent is recognized within their organization and that a culture is fostered in which people can develop themselves.
Author: James Daniel
