Managing Talent 
Key to effectively managing talent is retaining top performing employees through talent development as well as recruiting the best candidates. SHL provides a framework to identify and hold on to top talent, working with its partners and clients to deliver a holistic talent management service that is supported by a wide range
of assessment tools and tests.
Moving towards effective talent management
If we apply the Pareto Principle to recruitment, we can see that 20% of hires will produce 80% of the results. More than ever, effective recruitment will focus on these high performers to increase the number of people delivering results. But as organisations face tough economic conditions, achieving competitive edge lies not only in attracting the top talent but also spotting and fully utilising the existing talent, and then managing, motivating and retaining these employees.
Talent management is a strategic priority for many organisations; 20% admit that having the wrong person in a job role is an obstacle to delivering business strategy (Source: Economic Intelligence Unit). Having a clear understanding of where the talent is within an organisation proves invaluable when an economic downturn creates tough decisions around staff retention.
Successfully managing talent
Truly successful talent management incorporates all HR practices across an employee lifecycle. Those organisations managing talent effectively have the following in common:
- The management of talent is a strategic priority
- Talent management is based on a defined framework linked to strategy
- The effective management and measurement of selection processes for critical talent roles
- Competence management is seen as a critical process
- Performance management is a priority
- Coaching and leadership development has a strong focus
Source: Bersin & Associates 2006
SHL provides consultancy services that can help you formulate a talent management process.
Contact us about your talent management programme
How SHL can help deliver effective talent management
Those organisations wishing to take an integrated approach to talent management use technology to link HR processes together, enabling people processes to be managed in a faster and smarter fashion.
Technology in itself, however, does not make an organisation more successful in the management of its talent. For example, automating the recruitment process may have brought benefits to many organisations in terms of time and cost reduction, but are they more able to identify top talent early in the process and make better decisions?
The critical factor when identifying and retaining talent lies in understanding an individual’s competency levels. Competencies are a good place to start, touching as they do on almost every aspect of a talent management strategy. According to Bersin and Associates, organisations with a world-class focus on competency management greatly improve their talent and, therefore, business results.
SHL’s Universal Competency Framework provides a clear set of dimensions against which people performance can be described and measured. They are the vital link between the behaviours, skills and attributes required by an individual and the tasks required to do the job well.
The SHL Competency Framework is a common language that can be used by organisations to improve people decisions. It can be applied at any level and in multiple geographies.
Find out more about SHL’s Universal Competency Framework
SHL provides tools to measure talent
As well as helping organisations apply a scientifically validated approach to competency management, SHL can then provide the tools to measure potential against required competencies and assess a candidate’s ability to perform in a particular job role. SHL assessment tools help organisations look at:
- Performance: How are individuals performing in their roles? 360° assessments, for example, give a holistic view of an employee and equip line managers with the tools to make effective and educated talent development decisions.
- Potential: Enables hiring managers to make strategic talent management decisions based on future requirements.
Find out how SHL has helped improve talent management at Coca Cola
How SHL works to develop an integrated approach
SHL works with organisations on an integrated approach to talent management, to pose and then answer the really hard people questions about an organisation’s strategy. This usually involves:
- Defining the skills, competencies and roles required to deliver the business strategy
- Establishing who to target and how
- Using tools and techniques to define talent requirements
- Developing high performance talent through developmental interventions and recruitment initiatives
- Rigorously reviewing potential across the organisation.
SHL can integrate its assessments with your organisation’s talent management system to make it scaleable and works with a variety of partners to deliver a consistent and holistic view of workforce talent.
Read about how Kellogg's developed its talent management programme with SHL
To find out more about how SHL and its partners can help improve talent management and development please contact us
