Develop unique talent management system with “workitect”

Human resources are the best assets a company can possess. Managers strive hard to select, recruit and retain best employees that fit suitably in the organizational work roles.  Companies have their human resources departments which are solely responsible for the recruitment, retention and discipline of staff members. But this is not an easy task. Keeping efficient workers and retaining talent requires that employee’s all requirements are met and they work happily at workplace. Apart from only monetary benefits, employees tend to stay in an organization due to various other factors also like working environment, companionship, respect, work pressure etc. If any of such physiological needs are not met, there seem to be an increased turnover which managers need to overcome.

This has created an immense demand for ‘talent management system’ within organizations. Talent Management is known to a set of united organizational HR processes intended to pull in, develop, inspire, and retain productive, engaged employees. The primary goal of talent management is to create a superior, sustainable organization that meets its strategic and operational goals. In simple words, as the name suggests, it is managing the ability, competency and power of employees within the organization.

Talent management process-

·         Understanding the requirement

·         Sourcing the best talent

·         Attracting and pulling in the talenthttp://www.workitect.com/Consulting/hr-and-talent-management-applications.html

·         Recruiting the talent

·         Selecting the talent

·         Training and development

·         Retention

·         Promotion

·         Competency mapping

·         Performance appraisal

·         Career planning

·         Succession planning

Benefits of talent management system-

·         Places right person at right job

·         Retaining the top talent in the organization

·         Better selection and hiring of employees

·         Understanding and maintain good relations with employees

·         Better professional development decisions

·         Identifying those individuals with the highest leadership potential across the organization early in their careers.

·         Accelerating the development of high-potential talent and improving the quality of executive leadership

·         Connection corporate strategy with the quantity and quality of leadership required to execute it.

Want to develop a talent management strategy for your organization too? Contact “workitect”.  We are a leading consulting and training firm offering complete talent management solutions to companies. We have been successfully working in the field with plenty of experience assisting many of our clients and giving them positive and innovative ways to solve all their human resource development queries for efficient workforce that gives productive results. Our team of professional is keen to give most suitable solutions to your project that ensures to help your organization gain competitive advantage.

We also specialize to develop various competency systems, competency guides, directories and models. We use customizable tools to simplify implementation of these talent management and competency development methods. You can be assured to avail best services in terms of quality as well as in cost effective manner. So why delay? Contact us today to make use of best services and get superior performance output with best suited talent management solutions for your organization

Benefits of a Generic Competency Dictionary

Generic competency dictionaries are essential when developing multiple competency models within the same organization, to ensure that common skills and characteristics are always described with the same competency names. The organization reviews and revises a set of generic competencies, which then serve as building blocks for the construction of the individual competency models. Whenever a competency is used, it has the same general definition, but the behavioral descriptors can vary from one job to the next.

A generic competency dictionary has several uses in model building.

1) It provides a common conceptual framework or starting point for the model building team. The framework is useful in categorizing initial ideas about job requirements, and the model building team can modify or add to the framework.

2) The framework can be used in a resource panel by asking participants to rate the importance of a set of generic competencies selected for relevance to the job.

3) The framework can be used to guide the analysis of critical/behavioral event interviews.

Model builders can use a generic competency framework to note and record each instance of each generic competency. The analyst uses a spreadsheet to record the interviewer’s initials, the page number from the transcript, a paraphrase of the significant behavior, and the names and numbers of relevant generic competencies and behavioral indicators.

The data from each analyst’s spreadsheet is combined to create a database that can be sorted in multiple ways. A list of all instances of a generic competency and its individual behavioral indicators, and the number of instances of each element of the generic dictionary can be quickly tabulated. The final model is not limited to concepts from the generic competency dictionary. A competency can be conceptualized by drawing from more than one of the generic competencies; and some times new competencies unrelated to any of the existing generic ones are identified.

Review Workitect's Competency Dictionary.