5 tips to navigate from traditional to smart talent management
1. Make sure you have the correct figures at your fingertips: frequently take a picture or timelapse of your workforce and talent pipeline and check reliable labour market data and monitor the evolution. Next, match your internal (personnel) and external (labour market) data. Invest in proper tooling to help you with this.
2. Assess your environment and take actions accordingly: be aware of what is going on inside your organisation (talent mobility, turnover, absenteeism ...) and what is happening outside your organisation and the impact it could have on your HR (resignation, job destruction, competitive employee value proposition).
3. Ask yourself who you are as a company and as an employer: know who works for you and how that compares to other companies in your region and sector.
4. Find the right balance between permanent and temporary employment: agree on an overall strategy on hybrid working. For example, when do you appeal to flexible workers and what tasks do you reserve for your fixed team?
5. Don't wait for a crisis to come up with creative solutions: staff sharing, for example is a innovative, functional arrangement where two companies share the same employee. The reasons may vary from changing workload, the need for specific expertise or to meet an employee’s demand for a more varied career.