Challenges of Talent Management
Getting talented people to join your company and have them grow their talents are some of the crucial roles that talent management does. It is not enough that you merely hire qualified people to a position. Finding the best person for the job, and making sure that the same person can become an asset for that company in the long-run is the aim of talent management.
Some obstacles can get in the way of achieving the goal of talent management. Taking control of these difficulties are also the main activity of the management team.
Recruitment
Scrutinizing a person that you have just met is the hard job of recruiters. It is essential to have a prepared list of skills and qualities that you want to see from your recruit. This initial step of selecting people is vital so that the number of talented people who are retained will be more than those who are dismissed. Aside from the issue of retention, the talent management team must ensure that the people hired to the organization will be the peacemakers and not the troublemakers.
Training and Development
Talent must be trained and developed so that it would not become inactive. It can be easy to have full-time employees trained, but the case is not the same for contractual workers. Even if the employee only works part-time, doors of opportunities must be opened for them to develop the skills that they gained from working temporarily in the company. Getting these people into training programs can be challenged but extremely worthwhile if you found hidden gems who are well suited for the position.
Retention
It is common for some companies to cut back on people by dismissing those who are not effective in their seats. This activity can cause the talented person to become less eager to work and may start looking for another job, in fear that they might be the next one to be cut. Assuring these talents and making sure that the employees who had been dismissed are not in any way scarred by the experience, are some of the roles that talent management actively addresses.
Leadership
Finding employees with the leadership qualities that can one day lead in the company is one of the toughest challenges for talent management. Once those employees are found, resources are invested in the right people who can become the reliable backbone of the company, and providing them with the proper training.
Ethical Culture
Nowadays, companies make a point to instill the company values and goals to their new employees. For a company that has talent management, they also include cultural ethics wherein an employee can appreciate and enjoy the work environment. Making this possible is a hurdle for many talent management.
Having a full grasp of these challenges can be turned into opportunities. It can be difficult especially at the start, but once it is overcome and accomplished, this will significantly improve the standing of the organization.
Hiring employee will not end to on boarding it will need to be develop, retain, develop sense of leadership. People is the back bone of every business organization. Management you know how to take care of their people in order retain them.Management should know how to give importance and value their people and make them the best talent. Every company’s problem is on how to retain their people and save their competitive talent. That is why talent acquisition plays a vital role in an organization. Choosing the right talent is quite difficult, it needs thorough assessment Through effective acquisition of talent will help the company in maintaining their talent and in financial aspect as well, through this, the company will saves training cost with the retention of the employee at the same time, turn over will be reduce. In order for the company to retain their best talent, they should have an effective management program that will likely gives recognition, valuing employee, assurance in health and also their family that most likely will make them feel satisfied and will be motivate to work productively and efficiently A program that they will make them say, That” I will live in this company” not to leave the company.
Recruitment or acquisition is a challenge for every HR practitioner because it’s easy to hire qualified applicants for a specific posts but the problem is in the retention stage where employees stays for the long run. But this challenge can best or effectively resolve if the company instilled the mission, vision and the core values that drives the employees to the company direction in the long run. If the employee sees the bigger picture and the responsibilities that they will fill in, they will feel important because they know that they are an asset to the company. And it drives the employees to take part and contribute efficiently and effectively by having one vision. By seeing the bigger picture as to where the company is leading to.
Recruitment or acquisition becomes a challenge if a company doesn’t have enough resources, lack of investment schemes for their people and not able to strategically manage and develop their own talents.
It is undeniable that in today’s competition their are are some challenges that are really to our acquisition processes. These are:
1. Political Issues – Strong implementation and creation of new guidelines that may affect your current process in acquisition.
2. Geographical Challenges – Sometimes our geographical locations becomes a challenge if you wanted to build in some far flung areas or with less population or potential’s. Examples are big industries or factories.
3. Safety and Security – There are industries that requires a lot of safety protocols due to its conditions of work.
4. Competition – Competition itself with in the area, you need have to have a competitive compensation to win from the others, not mentioning also of interest abroad. Some still preferred to venture in other countries because of high pay.
5. Competition with in the company – While competition exist outside the company, sometimes their are also competition with in the organization that if not handled properly may result or have a negative impact to the company. Competition with in the company is good as long as it is healthy competition.
6. Lack of Resources – It is sad to know that their are still companies that are lack of resources not only to hire talents but also lack of materials and mechanism to adapt in different kind of challenges and competition.
7. Generations – Of all the generations that we have, Millennial’s are most in numbers, and it matters how they work, adapt to situations and prioritize their activities. This has a huge impact in our company, on how you will manage them to become your great potential TALENTS and future LEADERS.
Talent acquisition management is need in the company for the employee development, commitment and retention. The more a company invest for the employee’s career development, employees will be more productive and efficient on their work. Once the trust and commitment of the employee to the company develop they were more result for honesty of work and hardworking. Sometimes even they exert more for the company without thinking for the return in themselves. The company can save money, time with the effective talent acquisition management on their employees. Another thing is talented and well trained employees well contribute productive and easily meet the target of the company. The more companies target will accomplish result a better revenue. Like for example, in a manufacturing company effective talent acquisition to the employees will give knowledgeable, highly skilled and efficient employees. The products will finish in a target time with a better performance. So, company can produce the more or even expand markets.
Recruitment and Talent acquisition is vital in the organization. Bringing new talent is risky if you hired a wrong person because talent should be an asset to the company not a liability. It is a challenge for every HR practitioner for many reasons. First is the challenge in balancing the speed of hire with quality of hire. Getting the best talent usually takes time but because you want to recruit as soon as possible the quality of hiring is compromise. Most companies are growing so fast, the urgency to fill the position is heating up and at the same time you need to conduct multiple interviews to get the best talent.Second is HR personnel unable to find the perfect candidate for a vacant position. Although recruiters have a pool of applicant, most applicant don’t have strong background and qualifications that fit for the vacant position. Third is retaining millennial for a longer period of time. Millennial always do job hopping or job shopping . They always prioritize their needs and wants above anything else. Recruiters search for same position more often. Recruitment and Talent acquisition is a tough work face by HR Practitioner but today trends there are many technology that invented to help mitigate and cater the different problems in HR like Human Resource Information System it ensures the ease of management of HR ,business process and data. Organization need to invest in this trend to become more effective and efficient.
I do believe that talent acquisition is very challenging for every HR practitioner in every organization. Talent Acquisition must decide the type of people they want to attract, what recruitment message to convey and how to reach targeted individuals. Acquiring the best talent and developing their skills to become an asset to the organization in achieving long term goals is the main objective of talent management. It is essential to have a job description in order to attract and find the right talent. HR practitioner should ensure that the skills and qualification of the acquired talent must aligned with the job description needed to function effectively. You may acquire the best talent but there’s always a possibility that they will not stay longer in the organization due to salary and benefits issue, stressful working environment, unethical culture and political issue to name a few. This would mean a major talent loss to the organization.
In order to retain the best talent within the organization, Talent Management should address such issues in order to have a healthy and peaceful working environment. Demotivated and unhappy talent tends to look for other opportunity outside the organization that offers higher and better salary package. Training and development program should also come in, whether regular or contractual employees. It’s a way of showing fairness to all employees of the organization and a chance to all for possible leadership promotion in the future. Some talent has potential skills that they were not aware of which they discover after they undergone training and development process. Internal promotion is a strategic way also to retain the best talent and to preserve financial expense in hiring outside talent. Retained and promoted talent became more engage and productive and eager to help in achieving organization’s long term objectives.
The means of getting the right person for the right job can only be obtain by selecting an asset employee to the company, meaning during recruitment process it is important that the best applicant in terms of job specialization and job description will be considered. You need to be vigilant and religiously scrutinize the attributes, attitude, character and personality of the aspiring applicant to be able to come up with the best one. The asset employee is the key to success of any business industry and agency. This is the most challenging part of the HR practitioner, because they rely only to the documents presented by the applicant. It is best to make some background checking from the previous employment to ensure the validity of representation of documents. Because nowadays, there are lots of tricks that cheats credential in order to get what they want.Investigation is something that can give better views and ideas of what individual you are recruiting. Even the credentials of applicant can sometimes be cheated or fabricated, even identity. Therefore, it should be an extra mile to be exhausted during this stage to determine the right person for the job.
Human Resource personnel have multiple roles and responsibilities. One of that is recruitment or talent acquisition. Like the other functions of an HR practitioner, talent acquisition is a vital part of the process. It is challenging because you need to look both into the skills and attitude of the applicants. As mentioned in the article, you need to make sure you hired a peacemaker and not a troublemaker. Moreover, we also consider competition among other companies. Sometimes, you can lose a candidate because the other company gives a better offer or package. Especially here in Bacolod wherein the Talent Market is limited. The challenge doesn’t stop there. Once you have hired the candidate you also need to make efforts to retain them in the company. You need to think of activities, strategies and engagement programs to keep them active and happy. Aside from salary, employees always stay because of a good working environment. Unfortunately, a good working environment is easier said than done. This is where another challenge comes in, how can you (as HR Practitioner) make sure that you make sure that the working environment is good and not toxic? It needs coordination and effort not just from HR but from all the other departments. Once you’ve established this you can also consider investing in employees like training them for internal promotion. I really believe a happy employee is one who looks forward to go work because they have a good working environment and professional growth. We, as HR Practitioners should always aim to give the employees a reason to stay with the company and to encourage others to join the company.
Hiring a competent talent is not only the goal of talent management but also developing their skills and improving their career along with the company is the main responsibility and duty of talent management. The article about Challenges of Talent Management helps me become more aware on how to handle talents wherein they can become an asset of the company because their skills were not only utilized but also developed. From recruitment to training and development to retention of talents, these are just the challenges written on the article that should be given importance as part of talent management. After reading the article, I’ve learned that during recruitment, an employer should look and select for a talent who helps prevent chaos or stop bad arguments within the workplace. I’ve learned also that employee, as part of their professional growth should be exposed to training so that doors of opportunities will be opened for them. I was able to grasp also that in talent management, fear of cut back by other employees should be avoided. Leadership training should also be given to them so that employees could help run the company in an efficient way. Lastly, in talent management, ethical culture is very important because if this is being observed in a company, the employee could enjoy a lighter working environment. These are what I’ve learned after reading the article.
I am totally agree that above points mentioned in this articles can be an obstacles of achieving the goal of talent management.
Talent management repeatedly mentioned on the past articles that it focuses on hiring, training, managing and retaining to build a strong, talented and effective workforce. However, carrying out talent management isn’t always easy due to many problems can come up during the process . In Addition, poor hiring strategies, inexperience with technology, ineffective leadership can be an obstacle too not only to the talent managers but also to the company. The best way to do is to plan and strategize first before doing anything stupid.
Every Organization has its own challenges and one which is to find a Sustainable Business through the Talents or Employees.
My reaction after reading the article, is from the time that we acknowledged that we are in need of talent appropriate to the position were looking for, then that’s where the challenge for Talent starts.
First, Recruitment were you search for potentials that will fill in the gap between your need for talent and the capacity individual to fit in to the Job requirements. Second, Training and Development mean cost to an organization but each employee requires appropriate Training to develop their skills and knowledge regardless of tenure and capacity. To upgrade once skill is for me pre requisite for a successful and productive output. Third, Retention as discussed, the fear of being removed triggers the idea for Employees to resign or to transfer to another company which made this area as a challenge but instead of focusing on options where to transfer or when to resign, I strongly suggest that Talent Management should encourage each employees to think of better solutions on how to stay long and to be more productive in helping the organization. “Getting paid is always what we after for but being paid for the longest time should me the ultimate goal. Leadership and Ethical Culture, to develop and unleash the highest potential of an individual it requires high Ethical background and an established willingness to embrace change.
Overall, challenges or opportunities in an organization are always present and companies are expected to be flexible depending on the need and type of employees they do have. Though difficult, Talent Management should be ready and strong in actively addressing each concern areas.
We’ve heard about companies where employees are happy and some are not. Employees who feel there’s no future or a way to grow their career so they leave. Talent management is not always easy. Problems arise when poor hiring/recruitment strategies, ineffective leader, and high employee turnover. More often than not, hiring unfit candidates were practiced because of political favors over smart hiring procedures. Human Resource will then have difficulty in managing ineffective leaders and mentoring unfit employee for a specific position. A company might have difficulty to source great talent when having ineffective hiring strategy. Sad reality that can not be avoided. These are some of the challenges that HR people are facing.
Companies with effective talent management strategy are more innovative, more adaptable to change, have greater employee productivity and can retain good talents. In any organization, talent management strategy is one of the primary consideration in order to achieve business goals. This includes developing new skills and what will it take for this individuals to be successful leaders. Identifying people with the right skills inside and outside the company who can help them reach their goals is very critical. It is important to design recruiting and hiring to bring on the right number of people with the right skills to fill in new roles and vacancies. Employers should build developmental programs for performance management and succession planning for employees to perform what is expected of them.
Effective talent management is good for you and your company. Strong leadership carries out talent management. It is more challenging for HR when high level officers leave because talent management won’t be successful.
I think if we have a good Job Description and we follow the qualification of the Job Description. The challenges will not arise, because Job Description we make to have guide in the Job we need. After we hire new employees the employees needs to retrain them in order to them to adopt the new trends that Job require. Because if we have good Job Description and we follow them we hire the right person in the Job we need. In our organization sometimes we hire the wrong talents because of the political issue. We hire not base on the Job Description we hire for nothing. We lost financial, time and lost for the profit of the company.
Indeed, it is very hard to hire someone and retain them in the company. Especially npw that there are other generations coming into scene. Finding the best is already hard, how much more retaining them for long term.
Talent Management actually helps a lot. But it also has its own challenges as indicated in the article:
1. Recruitment- this is the number 1 challenge in every HR practitioner’s life. Looking for the best among the best, making sure that they are the people without bad records from previous employer and that they will be an asset and not liabilities to the company.
Moreover, it is also in the recruitment stage where the selection process plays an important role, making sure that the selected applicants are those who will be loyal and committed to the company and not the other way around.
2. Training and Development – T & D is actually both easy and difficult. Easy in the sense that once we already identified the training needs of our employees, we can either source for resource speakers or trainers or we implement it ourselves. The challenging part is its sustainability. By sustainability I mean, that those being trained are willingly accepting the lesson during the training and are able to apply it after the training.
3. Retention – this is actually one of the goals in every company. Retaining good performers and dismissing those who are not performing well can greatly improve the performance of the company as a whole. However, this is very difficult to achieve especially that some other companies offer higher salary, great benefits and that the committment and loyalry is not anymore the main focus of employees.
4. Leadership – one of the goals of Talent Management is to hone employees and eventually making them one of the leaders or line managers however, these entails a lot of performance monitoring and proper training which is very costly.
It is a tough job for managers or owners of a company to hire someone to work for the company and eventually realizing that they are not that fit for the position by the time that they are already hired. But it is most difficult to inform someone that their services are no longer needed by the company because they are not fit for the job and they have to be let go. In a government organization setting, once an employee already has an appointment paper signed by the Civil Service Commission, it would be difficult to fire them, unless they have committed a serious crime. Although they say that it is hard to get hired in a government institution, I could say that it is not that hard if you have all the requirements and qualifications needed. If, and only if, this is the case. We know however that “padrinos” are still rampant in government institutions and this is making it difficult for hiring entities to really hire the qualified and needed person for the job.
It is a must to have a contingent plan when it comes to recruiting very qualified employee. In some countries, the company or institution applies for a person who is very qualified for the post. Headhunters are everywhere in some countries because they are in great need of talents who know certain task that some applicants couldn’t carry out. At the same level, we should always consider that the recruitment process shouldn’t be vague. Recruitment is introducing the company to the people and it should be done smoothly. As they said first impression lasts.
Nowadays, many challenges and problems emerged that we encounter, in the organization, it’s a normal thing that we have challenges that need to be addressed. In talent management this article is important to be observed and follow those points regarding these five challenges that provide you to have a successful organization, these articles specifically mention like RECRUITMENT, TRAINING AND DEVELOPMENT, RETENTION, LEADERSHIP, and ETHICAL CULTURE are needed to focus and to observed the proper and appropriate ways to address the challenges and problems. Allow me to add some points regarding these five challenges, first in recruitment, as a recruiter or the person in charge of recruiting you to need to look the best applicant to your organization, you need to have smart strategies in hiring to pick the most effective for your organization in the future, following best hiring practices it means take more time to entice the talent and encourage them to work for your organization. Second training and development, after looking the best employees as HR head, of course, you’re the one or key to make them improve and develop their self through Recommend them to have proper training and develop their skills and capacity to work. The third is retention, retain those employees who have a big contribution and help your organization to become better, they are the future and asset in your company and retrench those employees who are liabilities and not functioning in their respective department. It is much better to be practical than to have more consideration because if we allow those things that we consider as liabilities in the organization becomes useless and it leads to bankruptcy. Fourth is leadership, in organization leadership is the most needed in the company, leadership that has the courage to lead people, strong enough to battle that weakness in the company thus, an organization must have effective leadership. In addition, if there’s a failure in leadership with your organization, this will affect the employees and won’t have guidance to develop their capacity and capability to work. Without strong leaders, no one will carry out talent management. And last is ethical culture, employees must observe ethical culture in any organization, for me that challenges make employees become matured and responsible in their work, observed proper ethics and respect one another. That’s the key to have a peaceful work environment. These five challenges for me are significant to be observed and developed so that any organization or any institution will be more productive.
Whatever field or profession, one might be in, there will always be challenges that will come along the way. Sometimes it may be somewhat easy but at times it may also be hard. What may help for a talent manager to be able to respond is to have the ability to foresee difficulties and hardships that may arise in the discharge of his or her duties and responsibilities.
There are some certain skills, talent managers should muster to allow him or her to perform well. The usual office skills of typing, organizing, filing, planning can be learned and acquired even before employment. These are the easy ones. There are skills though that can only be learned on the job and after some years of experience. This is where the challenges of talent managers come in. It is in tasks that require special attention and keen judgment like decision making on recruitment and other crucial times.
Trying to read people and scrutinize them given a short or limited time is really hard. Add to that, demand from top management for recruiting the best talent. While skills and talents can be measured through tests, character and ethics are difficult to determine during interviews. Situations like this make the job of talent managers a little tough.
Of course, challenges, hardships, and difficulties should not hinder a talent manager from performing his or her role. As the famous saying goes, “To every problem, there is a solution.” A good talent manager will be able to find ways to perform his or her best no matter what it takes.
It is very good that articles like this one were written to aid talent managers in hurdling possible challenges he or she may face. While experience can be the best teacher, it is wise to learn from the experience of others especially when they are experts in that field like the writer of this article.
Taking out Talent Management is not that easy. Many challenges come up in businesses like an employee who is not a good fit for the company or unmotivated employees, etc. In our organization, one big challenge for us in HR is the culture. As part of the HR team, we can not easily implement approved policy to our employees due to the reason the most of them are hesitant to change. Moreover, the retention is also a big challenge for us, due to the reason that most of the employees tend to explore or grab an opportunity to other companies which offer more. Before learning how to combat these challenges, we all need to fully understand and learn of what talent management is.
The biggest challenge for HR professionals in the coming year is the search for high quality applicants comprisig of (64%, whitepaper) if tge geberal population.
Beth Zoller, legak editor at XperHR said that”Employers are having g an increasing difficult time finding peopke e with the right skills. With today’s low unemployment rate, workforce planning is, and will likely continue to be, a major concern for HR and one that requires creative and strategic planning and development, ‘. Looking into the war for Talent across the sectors abd industries has become quite intensified owing to shrinking business cycles and increased competition among applicants, is indeed a great challenge.
The teaching profession in government secyir, (DepEd), will not experience much of this challenge since tge starting salary is a bit a par from private institutions, especially for novice teachers.
The dilemma often lies in private sectors across the different workforce wherein the applicant is eager to be hired, putting their best foot forward during recruitment and interview, and the moment that they are hired, they will just make the company as a training ground, after which, they will look for a greener pasture, whi is a reality in Philippine setting.
A successful talent manager will be the one who is able to overcome these challenges along with bridging tge gao between the demand and supply of talent management professionals by training more graduates in talent management, recruiting new certified professionals and retraining the HR managers to don the role of talent managers successfully.
“Workforce planning is a key for HR and requires an employer to review all phases of the employment relationship from start to end in order to make strategic business decisions that have a positive impact on the employer’s bottom line,” Zoller, 2019.
Planning in every situation is very important, as stated, if you fail to plan, you plan to fail. Thus, a short and long term goals and the unique factors affecting the employers business and shaping its workforce must be of utmost priority.
The need for competitive talent is a challenging task for a business since most organization are looking for the best of the best. These require business to be at par or even better than its adversaries in order for them to attract the best talent out there. As cited in the blog; recruitment, training, retention, leadership, and ethical culture are the primary challenges management needs to consider. Here are my take how these challenges can be managed.
When it comes to recruitment, management should have an “employer of choice” image so that potential applicant will be encourage to apply in their organization. Offering high compensation package, good working environment, positive company culture, and supportive management are the few things which can attract applicant. In reality, there are those business that settles for employees who are not that good since the most effective ones are choosing companies who can pay them higher. Aside from recruitment, companies should focus as well on training their newly hired employees especially if the ones being hired are not that competitive but have the potential. In reality, job mismatch is very common in business but this can manage if the company has the capacity to develop employees into the type of worker the company needs. Once employees are trained and developed, the third challenging task that needs to be considered is how to retain these employees. There is no absolute ownership in people as what they say which mean business needs to make sure that competitive employees will stay. This is possible if promotion is given to them, they are valued in their work, and they are given opportunities when it comes to personal and professional growth. When it comes to skills, employees need to have leadership skills since the company is looking for those who will be moving up the ladder in the future and who will carry out the plans of the business. Lastly, aside from the skills and competencies needed in the business, management should make sure that the set of values an employee has is aligned with the culture of the company because it might create chaos and feud if employees’ culture is opposite to the company’s culture.
Managing talent is a never-ending function for business and challenges will continue to exist. Business needs to prepare and be proactive in dealing with these challenges so that they can compete effectively with their adversaries. If they to want to have the best talent then they need to have the best talent management program.