talent management

Due to demographic change and the resulting lack of skilled workers, many companies are in search of 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 and therefore seek new personnel strategies which both improve the HR situation on a long-term basis and advance the development of management personnel. For the businesses in these industries in particular it is important to manage the existing and prospective employees in the right manner, which calls for building an employer brand and improving talent management techniques. These two approaches combined facilitate recruiting, people management and succession planning processes and set the course for a successful future of the company.

The goal of talent management is a highly qualified and diverse workforce with the focus on the varied strengths of the staff members to optimise people development and team building in the long run. The innovation potential and creative capability of each individual is best developed when each employee is given fitting opportunities. 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. An appropriate personnel strategy will pay off through a reduced staff turnover, strongly committed employees and a better image of the organisation as a modern company. Those who succeed here will survive on the market. That is why the extensive responsibilities of talent management belong directly at the company’s executive level. Talent management not only benefits team building but also helps develop management personnel.

Talent management as a people development strategy

Integrating internal and external communications is crucial for successfully managing employee talent since the representation of a company is always an important decision criterion for prospective candidates to choose or dismiss a career at a certain company. The process of building a strong reputation as an employer is commonly referred to as employer branding in specialist literature. Here communication is geared towards future employees to raise the chances of attracting and engaging new qualified staff members. Internal communication is directed at the current employees, has a strong impact on their motivation and their will to remain with the company and hence contributes to team building. Internal communication can also help prevent what you might call “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 superiors and feel integrated into corporate processes. Both require targeted communication and skilled personnel marketing.

Improve personnel development in four steps

[knowbodies] has developed a four-point model for talent management that connects the areas people development and corporate communication to support you in issues of recruiting, internal and external communication, team building and people development. In cooperation with you the goals of your company are realised in four phases:

1. development of the employer brand
(employer branding)

2. development of the talent management and communication Programme

3. employee retention and recruitment of new Talent
(retention and recruitment)

4. involvement of employees in the development of the Company

This model is adapted to your current company situation to suit your firm’s specific needs and yield the best results. We design questionnaires to determine staff satisfaction and employee wishes, conduct the surveys and integrate the results into the talent management programme. Additionally, we analyse existent internal communication media to determine their efficiency for employer branding. Recommendations for action based on these results can effectually be put into practice. Employees quickly experience positive changes and you benefit from an optimised personnel strategy. Furthermore, we work out your kununu presence with you to create a business card for future employees.

We further assist our clients by conducting training courses, workshops and coaching sessions for qualified personnel and executives and provide advice for running mentoring programmes 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 to help manage competencies in the company and secure them even in times of staff turnover.

Talent management for your company’s success – We are happy to assist you

If you are interested in utilising talent management for your company’s success to advance the abilities and skills of your employees and thus sustain optimised personnel development and recruitment, do not hesitate to contact us.

Send us an e-mail, call us on 0049/30 703 74 12 or use our contact form.

We will gladly inform you further about our talent management services.