Strategies for a Successful Talent Management

Strategies for a Successful Talent Management

Strategies for a Successful Talent Management

Successful talent management starts with the strategy. Careful planning and execution are crucial in achieving goals. It would merely be suicidal to head to the war without any information. Great things are accomplished once you have formulated a plan for success.

Goal Setting

The initial step for any activity is knowing and focusing on the goal. Make sure the whole team is aware of the goals of the company to plan thoroughly when hiring. Knowing the endpoint will give you the direction on how you can best strategize for talent management.

Human Assets

The best assets of any company are the people behind them. Being a part of the Human Resources means looking at the people as an asset for the company. Success in any business requires human input, and this is determined by the people who get to work for the company. You can better identify these assets by inquiring with the department heads regarding their requirements for reliable staff.

Expect the Unexpected

If you think there is a possibility of a problem arising, then setting up preventive measures should be in effect. You can accomplish this by creating specific requirements for applicants, promoting an annual refresh course about the company values and culture, or coordinating with the department heads to identify their needs for human assets. There are many ways you can prevent a problem, even thinking outside of the box will help you come up with a strategy.

Well-written Job Descriptions

Detailed job descriptions that also contain information about the company culture are essential for new hires and the managers who evaluate them. An applicant can quickly identify if they are capable of accomplishing the tasks for the position and if the working environment is what they are looking for. The best way you can write this is by asking about the specific position from the managers themselves. This will give you the right information you need for creating job descriptions and posting the details for the open position.

Showcase the Company Culture

In talent management, you do not only consider the abilities of the applicant. Their compatibility with the culture of the company plays a crucial role. You need to recruit someone who is able to synergize with the other employees for the progress of the whole company.

Prioritize Internal Hiring

Each employee wants to grow in the company they work for, the best way you can implement this is by prioritizing existing employees for the open positions.

Measuring Success

Put your definition of success into numbers. This will help you identify if you are achieving the goals for employee rates of high-performing staff, retention, and turnovers.

Executive Support

Get the support of the top executive by providing a well-written report and presentation. If you are successful in achieving goals, use those numbers to get an executive’s approval and support. Talking about results in numbers and rates is the best way you can get it.

Be creative, Innovate or Invent it

Do not be limited in using a single strategy. Improving known strategy or creating a new one to suit the organization’s requirements should be contemplated. Create this with the goal in mind.
Strategies do not merely work out without you being committed. Commitment to your plan of action is vital in attaining goals. Ascertain that you can walk the talk.

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  1. Marites Valderrama

    For me, some organizations are weak in managing performance of their employees because they don’t let go or fire employeess who have poor performance. It is difficult to manage employees that don’t havr already interest to it’s job. Also, to manage your employees effectively- you must start by coaching so that in this way the employees will be encourage to do their best.

  2. Mark Joseph N. Traje

    Strategies mentioned in the article are on point and sensible thus, there are factors why some of the Organizations if not most Failed or Weak in Managing Performances of their employees.
    One of which is Culture, organizations are really having a hard time managing performance if there are wrong practices with in the organization that was established even before the Management come up with a Performance Management Plan. In the Philippines, most of our employees here has this trait of what they called “Ningas Kugon”, to start with they will show high interest in doing their job but momentarily they will show you a depressive results. Second is, there are Organizations that has brilliant ideas in Managing their Employees Performance however, the failure is always on the consistency of the Implementation. Execution of the plan is also identified as one of the issue why certain Organization are weak in managing performances. Overall, in my opinion the success of a Performance Management Plan is not only circled on the designed procedure but has also to do with the people involved ( the one who executes it) and level of consistency in implementing the whole process.

  3. Irianne Chainani

    There could be a bunch of reasons for this but one that has been clearly identified is setting proper expectations to the employees. It has been a hype for reality vs expectation.Employees could be abruptly demotivated of the few things that has been promised to them but they were not able to receive upon their employment in a certain organization for certain reasons such as change of standards and policies without proper employer and employee agreement . Nevertheless, an organization could be as strong as a wood if it has been properly structured with fair and unbiased strategies.

  4. Frances Anne Amantillo

    If the employees are having low ability and lost their inspiration or will to take action for work can cause difficulty for an organization. Low ability and the said may be associated with over-difficult tasks, low skill and knowledge, and/or lack of improvement over time. Employees may have been poorly matched with jobs in the first place. They may have been promoted to a position that’s too demanding for them. They may also experience lack of appreciation. Or maybe there is no career development prospect. If the organization could not manage this effectively, then this could possibly cause consequences to the organization such as poor work quality, productivity and clientele satisfaction.

  5. Pearl Joy Ortiz

    Performance management is important for a successful talent management and it is the manager’s duty of dealing with employee’s poor performances. If we try to look at it, it does not only involve personal issues of an employee but organizational environment may contribute to poor performance as well, like lack of motivation or poor job design. Poor job design is when the employee’s job does not fit with the kind of work a person does. A well-studied job description is very important. This I think are reasons why some organizations are weak in managing performances of their employees. They don’t evaluate review. It is expected that managers should be rating employees and providing feedback on their performance to meet expectation goals. They should discuss relevant issues, align feedback, and take corrective actions or potential solutions. A successful business relies on human asset.

    Managing performances of employees involve more than just a review. It is also about managers helping the employees develop strengths and honing them into top performers. An employee who seeks growth and being acknowledged for a job well done will eventually become productive and effective.


    Some organizations are weak in managing performances of their employees maybe because they failed to plan for a strategy that may lead to the success of the company. As mentioned in the article, you cannot accomplish something great unless you have formulated a plan for success. First strategy being mentioned in the article is the goal setting. If an organization does not have any goal, then, they will not be able to achieve something. A goal will as serve as the direction of an organization towards successful talent management.
    Second strategy is thinking that human asset is important for the success of the company. If an organization fails to recognize the importance of human asset then the managers will not be able to hire reliable staffs to work for their company.
    Third strategy is to expect the unexpected. An organization should set requirements and qualifications for the applicants. Organizations should expect that there will always problems to arise. If they will not expect them, then, they will not be able to formulate solutions for the possible problems to arise during or after hiring.
    These different strategies like Writing Good Job Descriptions, Showcasing the Company Culture, Prioritizing Internal Hiring, Measuring Success, Executive Support, and Being Creative and Innovative are just important strategies mentioned in the article that, if not performed, planned and implement well, then, there will be a weak and poor management of performances.

  7. Analie Joy A. Soriaga

    Indeed, despite the different strategies identified to have a successful talent management, there are still organizations that are weak in managing performances of their employees.
    I believe that strategies do not merely work out without the company being committed. Commitment to the plan of action is very important in attaining goals.
    The following may be the reasons why some have weak performance management:
    1. Lack of timely and meaningful feedbacking system
    2. Lack of leadership support system
    3. Lack of proper and enough training and communication
    4. Lack of appropriate recognition and rewards
    5. Lack of simplicity (too ambitous)
    6. Lack of strategic focus


    Talent management solutions allows to tackle the weaknessess. Within staff and improve productivity, morale and performance.
    Strategy is a plan for what is about to happened, what’s happening and what happened after. Even though you have given your true and just effort as a human resource following the plan and strategies mentioned above still there are factors that could change and weakened the performances of the business and the employees.
    We can still put lack of correct motivation needed by the employees. But also having a motivated heads on an unmotivated and let just say not engaged employee who is just there for the time as work still could be one of the factor that weakened the company. As what I observed some companies do have potential, do have creativity but the employees they hire have this slight of attitude of arrogance and lax over the years, they are not willing to join to new updates and often lead to conflicts among other departments. We can also add the problem is not properly fixed on the first place and another might add and another, every year and all those unfinished businesses could some up later on a big problem that could shake up the business. Other business often have the problem inside that new hires are often been blamed, like mass transfer or mass exit, actually it is not because of lack of motivation nor small salary but mostly all about their heads and supervisors attitude towards them that even them do not know they are the reason why employees quit. Internal hiring as senior versus new hired with much bigger plans and ideas are also a big weakness of the company on lack of job description, qualifications and specifications. To sum it all up, employees often leave the company and affects the organizations are the attitude and behavior, environment not for growing, lack of motivation and planning without actually doing something.

  9. New culture arise in the organization will affect all the organization. The culture that will arise in their mind-set of the member of organization, that for them it is okay but not. That culture sometimes some employees where doing and for them it was correct and new member of the organization will follow. One of the key here is strict implementation of the rules and regulation and the top management. The top management will observe if all the member of organization will abide the rules that will set of the top management and a line with their goals. They will observe as fair as they could. One of the example was all employees where advise to be in their work place from 8:00 am to 12:00pm, but some senior employees after log in they when out for an hour and do their breakfast. That culture will affect the new employees. For them it is okay because they see that some old employees do that. The key here was strict and fair implementation.

  10. Frances Anne Amantillo

    Employee performance affects organizational performance. According to David Whetten, author of the book “Developing Management Skills”, performance is a function of both ability and motivation.

    If the employees are having low ability and low motivation, then there is a problem. Ability refers to the person’s aptitude, as well as the training supplied by the organization. If the real issue is ability, then increased pressure may only make the problem worse. Low ability may be associated with over-difficult tasks, low skill and knowledge, and/or lack of improvement over time. Employees with low ability may have been poorly matched with jobs in the first place. They may have been promoted to a position that’s too demanding for them. Or maybe they no longer have the support that previously helped them to perform well.

    Above said issues will definitely give the organization a hard time in managing the employees’ performance.

  11. Jenny B. Barros

    Some organisations are weak in managing Performance of their employees because of 5 main reasons.
    1) To manage performance of employees necessitates quite a bit of extra manpower (trainers, monitors etc…)! Extra costs that may affect the bottom line.
    2) Top management delegate the training etc… of new recruits to mid management who will delegate to lower management! These two lines may consider very bright recruits as a future threat to their job and competition for promotion!
    3 Inertia! Mid and lower managent have probably be there for years and will not look at changes kindly, specially if suddenly their work performance is going to be managed, appraised and possibly criticised.
    They’ll find 1,000 reasons why it won’t work, is unnecessary and will be counterproductive as they are already doing a great job and working so hard! Top management to avoid conflict and fearing losing managers will either drop the idea or water it down making it weak and useless.
    4) top to bottom weakness in “selling” changes, new ideas and systems. Memos may be sent, speaker invited, video shown but weak follow up with make the system unproductive.
    5) if the company is doing well, the prevailing mood will be: “If it ain’t broken, don’t fix it” as the saying goes.

  12. Rodolfh D. Doruelo

    Strategies for a successful talent management are the best tools to help you improve your managing style and to the performances of the employees also. Strategies give you an idea to make your organization become successful. However, why some organizations are weak in managing performances of their employees, why they cannot implement styles of strategies to help the organization become stronger.
    First, for me It’s because some of the organizations are lacking of ideas/knowledge about what strategies they will use to make the organization become better. Organization must expand their resources on how to improve their employee’s performance. Second, sometimes the issue is in the organization itself. Organization must comply all the needs of their employees to prevent an employee’s poor performance and will not affect with the organization. Thus, employees will have a motivation and better performances for organization. And lastly, the HR head must start an implementation of all the strategies because HR is the key to make an employee’s motivation higher. HR must have more encouragement and strong enough so that the organization will not result to a weak managing perfomance of their employees. HR must have a good plan and good strategies for the organization. Thus, employee’s performance will become an asset to the organization and will prevent poor status performance.

  13. Ma. Joyzel Ubal

    These are great strategies for a successful Talent Management when practiced or implemented correctly in an organization, sadly however, most companies are not or cannot manage their employees performance properly. Siting my own workplace, which is a government institution, unfortunately Talent management is hard to be implemented in this kind of organization. May it be culture or the institution’s system already but Talent Management is not so evident in our workplace although we are required to submit our Performance Review annually.
    As an HR Personnel of a government institution, we are also trying to implement several strategies to make our Talent Management a successful one. Some strategies are: creating Well-written Job Descriptions, Prioritizing Internal Hiring, Measuring Success, and having the Executive Support but due to some politics which is truly inevitable being a government institution, it is such a climb to have these strategies be applicable for the management of the employee’s Talent Management.

  14. Every organization is unique, the same is through that every people in an organization is also having unique personalities. Despite the many strategies being employed, still, weakness in managing performance of their employees is evident.

    It is said that great things are accomplished once there is a formulated plan for success. Success is a multifactorial process that requires careful planning. Effective talent management needs to align with the business goals, which will drive the quality and quantity of the talents needed in the company.
    Many employer’s believed that the Important strategic and operational decisions are quickly translated into action, but many believed that it is not true. It requires competencies, strengths, hard and soft skills and training needs of each individual, as well as new values, skills, relationships, or thinking is needed.
    Furthermore, in an efforts to improve performance, most organizations go right to structural measures because moving lines around the organizational chart seems the most obvious solution and the changes are visible and concrete, without looking into the root cause of the problem. Based on my experienced as a middle manager from a private institution, and now that I am in government practice, greatly varies, because in private practice, you are expected to function based on the hierarchy of your position, on the contrary, in government, they don’t practice exactly based on their position. Since gov’t contribute a bigger portion of the work force, it affects the bigger picture of what management of people is all about despite of how good the strategy is being employed.

  15. Rustom M. Padios

    Strategies are part of business success. Marketing, finance, information technology, and of course human resource management tells us a lot of strategies how to compete effectively in the market. Being able to develop sound strategies will allow the business to have an edge of others, competition is always present and organization cannot take this one for granted. With regards to the question being asked, why some organizations are weak in managing performances of their employees despite the strategies it already has? For me, it’s the lack of commitment and improper implementation.

    Organizations may consider tons of strategies to manage perfectly its employees’ performance. They may ask help from the experts or OD consultants, they may purchase a system, they may hire specialist but all of these will be useless if they lack commitment and if these strategies are not well executed. For strategies to be effective, commitment from all employees must be present, again, from ALL people in the company. This means that there must be commitment and support coming from the top level. The budget and authority comes from them, therefore they need to be fully committed with the concept of performance management. Another, employees need to do their part as well. This means being open and supportive to whatever changes are made especially if it’s for the good of the business. The attitude of employees must be proactive so that they will accept changes positively in the company. It is not actually about having the best strategies all the time; it’s having the proper set of values and attitude that will make a huge shift in the organization. Another problem why they are weak in managing the performance of their employee is because of the improper implementation and execution of strategies. There are some employees who fear change, they will always question changes in the company and would prefer to stick with traditional approaches used by the company for so long. Once strategies are identified, it is very important that the company will properly execute the said strategy aligned with the goals of the business.
    In the end, the developer of the strategies for performance management must spearhead the call for change. They need to set policies, rules, and regulation for employees to follow so that they are leaning towards a common goal. More than identifying and developing performance management strategies; commitment, proper values and attitude, support, and execution of the said strategies will make a huge difference.

  16. Mizpah A. Villamor

    Mentioned above are good strategies that will help companies and organizations in managing the performances of their employees. If carefully followed and contextualized in the organizations’ environment and culture, it can optimize resources and reached goals of the company. Unfortunately, it may not be easy as it appears. There are vital factors for this strategies to work in a given institution. Sometimes, too focus on the end goal may not be of advantage. As times are rapidly changing, there should be space given for adjustments that may be necessary for the organization to prosper. From time to time goals should be checked and re-align focus for the company to respond to the changes that are happening around it. Talent Managers should be focus yet flexible when the need arises. While it is true that human assets are key to a progressive organization, there are also times that a few employees can be a human liability to a given company. It is important that human assets are managed well for them to keep on growing for their own and also the organization’s advantage. At times, organizations could not manage their talents well because talent managers who are supposed to do these are misfit for the job or joggling many other responsibilities. It maybe that talent managers who under perform have their hands full of other demands from the organization. Thus sacrificing the other roles they need to perform. Budget and finances can also be a factor for a weak talent management. There may be times that instead of giving the best trainings available for the employees, because of costing and financial considerations, companies would settle for less. These are just some of the examples why companies are weak in managing the performances of talents that they have.

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