Workshop 1: Talent Management

The Talents for a High Performance Culture

Talent Management Best Practices

Introduction:

“The principle of consistency is probably my most favorite when it comes to best practices.” - Sim Ngezahayo,
Essentials of Career Management for Language Professionals

Best Practices is a recommended approach, a standard or set of rules that, when followed, are known to
lead to good outcomes. Best practices have to do with how to do a task or set something up. Strict rules about the
best way to do things can be made by a governing body or can come from within an organization.

We have all learned about businesses where people are satisfied and those where they are not, and about
places where people don't see a future or a means to grow as professionals, so they leave. To ramp up work and
meet industry standards, the company needs best practices in personnel management.

Best practices from any industry can help you save time, improve the quality of your work, and get more
done at work. Best practices in a company or industry may change over time as new technologies or ideas come
along. Surgeons, for instance, are always updating their best practices to make sure they are using the best tools
and the most effective methods for each treatment.

Note: Please include the introduction to the deck.

A.Jannoud (2022). Eight Best Practices of Effective Talent Management. LinkIn Community. Retrieved from:
https://www.linkedin.com/pulse/eight-best-practices-effective-talent-management-anas-jannoud/?trk=pulse-article_more-articles_related-
content-card

Indeed Editorial Team (2022). Best Practices: Definition, Importance and Examples. Hampion Grandview Way Building 1, Austin, TX 78750.
Retrieved form: https://www.indeed.com/career-advice/career-development/what-are-best-practices

Course Details:
Course Title: Talent Management Plan
Duration: Approximately 2.5 hours
Type: Instructor-led
Version: 1.0
Content Creator:
Target Audience: Operations Leader

Learning Objectives:

For LO Creation At Least 3

Training Content:

1. Agenda

1.1. Employee Engagement

a. Actively Engaged
b. Actively Disengaged
c. Not Engaged

1.2 Desirable Employee Engagement

a. Supportive Organizational Culture
b. Idea to be Met With
c. Communicate Effectively
d. Professional Growth
e. Rewards and acknowledgement
f. Employee engagement

1.3 Leader’s Impact in Talent Visibility

a. You Have Gifts to Share
b. Helping People Grow
c. Discuss Your Project.
d. Be Aware of Their Priorities.
e. Establish an Active Meeting

2. Discuss WIIFMs with the Learners

3. Contents

Insert Activity Here (Prior Learning)

1.1. Employee Engagement

You'll attract an executive's attention if you tell them you have a strategy to enhance employee
engagement. This is because organizations with engaged staff beat others by 23% in terms of revenue
projections. Employee engagement is strongly linked to business results like growth in sales, productivity,
profitability, and happy customers. Despite this, 50% of workers are disengaged. So, how can you improve
employee engagement as part of your talent management strategy?

Every company or organization wants to have a greater retention rate, more productivity, and lower
absenteeism. As a result, it seeks ongoing staff involvement. Employee engagement can be broadly
divided into three categories:

a. Actively Engaged

This group of employees is very driven, works with a lot of passion, and cares a lot about their
company. They are engaged to work towards the organization's goal and give their ideas for innovation
and creativity for the organization's success. They are passionate, innovative, and constructive in their
work to the organization. They perform consistently at a high level.
 b. Actively Disengaged
Employees in this group are not only dissatisfied at work; they are also focused on expressing
their displeasure. They spread bad energy across the company, inflicting significant harm. However, they
are likely to serve the organization for a longer time but will always try to undermine what their engaged
coworkers accomplish.

c. Not Engaged
This group includes a significant percentage of employees in any business. They lack drive and
enthusiasm and are seldom concerned with the organization's success. They are used to focus on the task
at hand rather than the company's goal or vision. They carry out the tasks that are assigned to them. They
won’t contribute ideas, creativity, or innovation. They might be positive or negative. They are not
proactive
https://www.tutorialspoint.com/talent_management/talent_management_employee_engagement.htm#

1.2. Desirable Employee Engagement

Employees who are engaged are involved in, passionate about, and devoted to their job. In
addition, they devote more time, creativity, and energy to the organization. Your employee onboarding
program is the ideal place to begin boosting employee engagement. First impressions are important.
Make your first day or week stimulating and encouraging. Instruct new employees on your company's
purpose, culture, vision, and ambitions. Share success and customer stories about people and teams.

a. Supportive Organizational Culture

A company makes little effort to maintain continuous employee engagement. It must cultivate a
culture that encourages employee engagement. A friendly corporate culture is a big draw for workers to
join.

b. Vision to reckon with

Every company needs a clear, strong, and well-communicated vision that attracts and motivates
people to work for it. The company's leaders or management must explain the vision to all employees.
When the vision is shared, it keeps workers emotionally committed to it. As a consequence, workers
continue to be dedicated and loyal to the firm.

c. Communicate Effectively

A company is a place where an employee spends a significant amount of their time. Excellent and
effective communication channels are therefore beneficial for boosting employee engagement within a
firm. Workers want to know how the company is performing financially, socially, and in terms of goal
accomplishment. Employees should have easy access to their immediate supervisor or team manager.
 d. Professional Growth

Every employee in the company wants to advance in terms of pay, benefits, and position. They
are always searching for opportunities to grow within the company. Managers or team leaders are
responsible for grooming or developing team members via suitable training and knowledge upgrading on
a regular basis, as they know their team well.

e. Rewards and acknowledgement

Reward, recognition and appreciation are the things used to increase the motivation level of
employees. Employees have the impression that their efforts are valued and appreciated by their
superiors. They believe they are an important component of the company.

f. Employee engagement

Employees are happy when they are included in the process, their views are acknowledged, and
they are at the heart of achieving the desired results. Employee happiness leads to greater output and
revenue, thus organizations should seek their employees' comments, ideas, and thinking processes.

Insert Activity Here (Formative)

M. Terry (2020). Employee Engagement and Retention – The Impact of Talent Management. Retrieved from:
https://www.talkfreely.com/blog/employee-engagement-and-retention

1.3. Leader’s Impact in Talent Visibility

Companies (and leaders) that don’t have visibility into the vast collection of talents and skills
among their existing workforce are truly operating at a massive disadvantage. When skills become visible,
any organization can then manage both its supply of them as well as the demand for such talent through
requests on projects or open requisitions.

a. You Have Gifts to Share

You have talents that you can share, whether you are leading a team or mentoring someone.
Sometimes all someone needs to hear is that you believe in them. That you can see their potential.
 b. Helping People Grow

Connect with your team and inspire them, you can also motivate them. You have the call to
support your team in a bigger way.

c. Discuss Your Project

Always have to mind information about the projects you’re working on at the moment, why they
are important, some of the successes you are having, the challenges the work is throwing up and what
you are doing to address them. Involving team members will burst out their potential.

d. Be Aware of Their Priorities

The simplest method to ignite a n attention is to demonstrate how your work matches with their
objectives and agenda. It also exhibits trust in them since they perceive that you are on their side. Take
the time to comprehend what they are trying to achieve and how you might assist them.

e. Establish an Active Meeting

This isn't simply talking. Set the environment, make sure you're prepared for the meeting, ask
some questions or volunteer to take on some of the follow-up activities, and discuss some of the good
things that came out of the meeting. All of this will be considered as a constructive contribution.

Insert Activity Here (Summative)

S.M. Barber (2022). The 5 Greatest Leadership Visibility Lessons I’ve Learned. LinkIn. Retrieved from: https://www.linkedin.com/pulse/5-
greatest-leadership-visibility-lessons-ive-learned-susan-m/?trk=pulse-article_more-articles_related-content-card

https://hitch.works/why-talent-visibility-is-critic

4. References:

The references were strategically placed at the end of each topic for the developers' and trainers'
convenience to read further.