| | JANUARY 2023MANAGEHRMAGAZINE.COM8In MyOpinionTalent management creates a motivated, engaged workforce to maximize the performance of the most important asset you have ­ your people. Many focus on HR's role in talent management, and while we build the strategy and processes that can help build a positive employee experience, the responsibility of implementation lies with the managers. A talent management strategy can only be successful if HR is able to foster a strong partnership with managers. We must build buy-in on the key components needed for success: attracting, developing, and retaining talent that is right for the company and the team ­ broken down into these steps:Step 1 ­ Attract great talent ­ right person for the company, team and jobStep 2 ­ Provide the tools and resources needed to succeedStep 3 ­ Develop and engage employees Step 4 ­ Mobility and transition Step 1 ­ Start with TalentThink about your company's hiring strategy. I am certain some focus on hiring `top talent' ­ those considered leaders in their perspective field. Others may focus on finding candidates who are an 80-90 percent skill match for the job. While I support skills-based hiring since some technical jobs require specific experience, my preference falls outside both approaches. I have found more success by hiring candidates with a focus on soft skills and the capacity for development. Technical skills can be taught. What cannot be taught? Personality and cultural fit. Managers should understand the personality traits a candidate needs to succeed in the job and on the team ­ then match them accordingly.First, understand the culture of your company. Is yours a caring culture focused on supporting each other, a learning culture focused on development and learning, a safety culture focused on safety first, or a results culture focused on goals/KPIs? There are many different types of company cultures, and your business or industry is likely a strong influence. Next, understand the dynamics and strengths of your team. Your team may approach work logically with a focus on facts, mostly work on tasks individually and collaborate when needed. Or your team may be cooperative, eager to work together to share ideas and resources. Note that someone who prefers to work in a cooperative manner may have challenges working on a team that approaches work individually. This doesn't mean that the team should be homogeneous, but group dynamics determine the productivity of the team. Additionally, there are specific characteristics that make a successful team including a positive attitude, trust, communication, accountability, and efficiency. I have found that if a candidate checks all of the technical boxes but their personality and the way they are wired is not compatible with the company culture or the team dynamic, the hire will likely be short-term.Step 2 ­ Provide Resources for SuccessAn effective onboarding program helps employees find footing in their new role. Only 12% of employees agree that their company does a good job of onboarding new employees according to the State of the American Workplace Report - Gallup 2017. FOUR-STEP APPROACH TO TALENT MANAGEMENTBy Janell Zeug, Vice President Global Human Resources, Stoller GroupJanell Zeug
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