I’m sure most of you like to watch programs in which people of all ages show off their talents. Why do we like such shows? I think that they allow us to see a person’s transformation into a star or celebrity. The programs demonstrate how someone can go from rags to riches. Achieving success can be quick and thrilling. Remaining successful, on the other hand, can be a little bit trickier. Managing a talent and making sure that that talent doesn’t disappear is a tough task. Talent management can be defined as managing a talented group of people or simply managing a talent, assuming that everyone has a talent in some shape or form.
A British study group conducted research on a chosen number of employees and showed how talent management can improve the way employees feel about their supervisors’ capabilities, their job satisfaction and their intent to remain in the company. The survey included staff from Brazil, China, Germany, India, the United Kingdom and the United States.
The outcome of the study wasn’t revolutionary, I would even say that is was quite obvious. It confirmed that policies such as career path programs, goal development and regular feedback sessions with managers have a profound effect on employee execution and motivation. It also verified that across all six countries, organizations with a focus on talent management have employees who are more engaged and more satisfied with their jobs and companies overall. Furthermore, having a talent management culture has a strong influence on job security and a sense of fairness among staff members.
However the study revealed another important issue, which is that employees believe that little or not enough is done to motivate them. People need to be given achievable goals, regular feedback and career development. Every organization should feel the need to build a committed and engaged workforce and what better way to do it than to take care of all its talents.
