The productivity of any organization depends, to a large extent, on the human resources that comprise it; that is, people with their talents and skills. These are the ones in charge of promoting the operation of the productive processes, whether they are destined to the generation of goods or services.

Hence, employees are currently estimated as the human and intellectual capital of the organization, while the value of the knowledge, skills, and competencies of each individual constitute a utility or benefit for the company.

Financial capital, physical capital and human capital must have the same weight within any business.

However, the optimal performance of staff is subject to multiple factors that are detrimental or beneficial to business performance and competitiveness, for this reason, talent management is becoming increasingly important within organizations as a strategy for the development of personal potentialities.

It is about conceiving the workers of business as individuals endowed with qualities and capacities, manifest or latent, that provide irreplaceable and inexhaustible value compared to the material resources that also integrate production techniques.

Therefore, managing these talents increases the opportunities for improvement in the performance of work functions, both in terms of efficiency and effectiveness, as well as quality and quantity, translating this into an increase in company profitability.

But in order to manage human talent with a view to encouraging growth and improvement, both for the staff and the organization, it is necessary to know what talent management is and how it can be carried out within a company, which we will discuss below.

What is the talent management of a company?

Talent management in an organization constitutes an administration or management strategy by virtue of which a professional is given the opportunity to develop their skills within the company and, thus, generate more value for the same economic entity.

It consists of a dynamic focused on the importance of people for achieving good results, in such a way that their development cannot be mechanized because their creative and decisive capacities would be limited to operational standards that generate routine, apathy, demotivation and low productivity.

  • Business and employee growth.
  • Quality at work.
  • Competitiveness.
  • Triple satisfaction (business, personal, customer).
  • Employee loyalty.

The first step to achieve these benefits starts with employer branding, but once you have good professionals on your team, the next thing is to know how to value them and manage their potential.

How to promote talent management?

The business techniques that aim to manage the talent that integrates the organization must take into account the various influencing factors in the degree of employee satisfaction with their job position.

It covers from the tastes and interests of the individual to his needs for recreation, rest, inventiveness, recognition, self-realization, socialization, and remuneration.

To achieve a good work environment in which employees can carry out their work and improve and grow, both personally and at work, we offer you three tips:

  • Create and sustain a harmonious organizational climate.
  • Nurturing staff motivation with attractive proposals.
  • Establish evaluation and feedback processes.

Tip 1. Create and sustain a harmonious organizational climate

The perception that the working staff has about the organization directly influences its performance, for this reason, it is important to ensure the promotion of a friendly environment where the employee feels comfortable.

This requires offering the worker optimal working conditions in terms of infrastructure, equipment, safety and comfort.

It also requires prioritizing effective communication relationships both between employees and between them and their superiors, as well as cooperative work.

Hierarchical supervision should be participatory and based on the rewards rather than the punishment approach. Likewise, promote the organizational culture to strengthen the identity of the staff and encourage the achievement of specific goals as a method of constant improvement and internal competitiveness.

Tip 2. Nurture staff motivation with attractive proposals

It could happen that a worker is not motivated enough despite having a work area in excellent physical condition, modern, with all the necessary resources and a pleasant social environment.

Such a situation is commonly due to the fact that the employee feels stagnant in his professional growth, he does not enjoy aspirations within the company, challenges that impel him to excel and learn new things.

Motivated employees are more efficient and carry out their work in an optimal way.

In these cases, it is an unavoidable method of talent management to provide training opportunities, higher education, and realistic expectations of climbing within the organization, either by aspiring to higher positions or improvements in salary conditions or benefits. vacation.

Tip 3: Establish evaluation and feedback processes

It is important that the administration or management of a company is not oblivious to the performance of the personnel, since the productivity of the organization depends on it, in this sense, it is necessary to monitor beyond the quantifiable results, focused on the development of operating processes.

Opening internal communication channels is essential to know well what is happening within the company.

This will allow identifying in two ways which points need improvement and in what way; the first involves a hierarchical evaluation in a downward direction (from a superior’s perspective) and the second, in an ascending direction (from an employee’s perspective).

Conclusion

Within a business, the economic part, the physical capital, and the employees must be valued in the same way, since each of those parts makes the other two work.

Talent management is a very important aspect when it comes to growing and evolving as a company since employees are the ones who bring the project to life and carry out each of its phases.

Spending time and effort from the human resources department to understand the professionals who work within your business makes the difference. It will help you understand what is happening within your company and how to improve it, and it will allow you to understand how other people see your project.

Does your company already carry out efficient talent management? What internal communication channels have you implemented to listen to the opinions and suggestions of employees?