Due to demographic change and the resulting lack of skilled workers, many companies are searching for productive talent management strategies. Some occupational groups, like those in the STEM fields, in the hotel and food service industry and in healthcare, are already acutely aware of the lack of skilled workers today. For the businesses in these industries in particular it is important to manage the existing and potential employees in the right manner. The goal is a highly qualified and diverse workforce, the focus lying on the varied strengths of the staff members – their innovation potential and creative capability is best developed when individual opportunities are facilitated. Establishing long-term employee engagement to retain highly qualified personnel and recruiting and developing young talent in the own firm are therefore important future management tasks – the effort will pay off through a reduced staff turnover, strongly committed employees and a better, modern image of the organization. Only those who succeed here will survive on the market. That is why the responsibilities of talent management belong directly at the company’s executive level.
An integrated internal and external communication is crucial for successfully managing employee talent. External communication is aimed at future employees – the representation of a company is always an important decision criterion for or against a company. Internal communication is directed at the current employees and is decisive for their motivation and their will to remain with the company. It can also help prevent so-called “inner resignation”. In this case motivation is always self-motivation and cannot be decreed from the outside. Employees only have a fulfilling work experience if they believe they are appreciated by their managers and feel integrated into corporate processes. Both require targeted communication.
[knowbodies] has developed a four-point model for talent management that connects the areas human resources development and corporate communication. Together with the client the steps
1. development of the employer brand (employer branding)
2. development of the talent management and communication concept (conception)
3. employee retention and recruitment of new talented candidates (retention and recruitment)
4. involvement of employees in the development of the company (empowerment)
are worked out and adopted to the current business situation. We design questionnaires to determine the staff’s satisfaction and wishes, conduct the surveys and integrate the results into the talent management concept. Additionally, we analyze existent internal communication media to evaluate their efficiency. Recommendations for action based on these results can effectually be put into practice – employees quickly experience positive changes.
We further assist our clients by conducting workshops and coaching sessions for qualified personnel and executives and provide advice for running mentoring programs which focus, for example, on gender, return to work and age. Guidance on information and knowledge management are an important part of our consulting services in order to help manage competences in the company and secure them in times of staff turnover.