Alignment of Talent Management Strategy with Business Strategy

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Alignment of Talent Management Strategy with Business Strategy

How to align Talent Management with Business Strategy

Alignment of Talent management with Business strategy is one of the key activities that can help on organisational performance. The biggest mistake hiring managers can ever make is recruiting wrong employees for a certain job or task. Instead of focusing on how to beef up productivity and coming up with probably new revue streams, managers waste time monitoring the employees and correcting errors that would have been made. The organisation also suffers from loss of investment when it comes to the onboarding and recruitment processes. In order to remain competitive and productive, managers need to ensure that their talent management is in sync with their business strategy. The following are some of the Human Resources activities that can help organisations align talent management to business strategy:

 

  1. Goal Setting

It is important that when a new employee joins the organisation, they know the goals for their organisation as well as their department. Further to understanding their departmental goals, they should have their own goals – in sync with the departments. Managers should focus more on encouraging accomplishment of goals than the use of incentives to enhance performance. If organisational goals are met, the strategy of the business would have been realised.

  1. Performance Management

It’s important for the organisation to conduct regular assessments in order to identify where there is a performance skills gap. Employees need feedback on how they are performing and how they can improve. For this to happen, the organisations need to have a performance management software or platform. Carrying out performance appraisals only as a tradition does not help. One needs to pull reports that are helpful in terms of seeing the performance trend at both departmental and organisational level.

  1. Succession planning strategy

This can only be achieved if there are ways of identifying talent within the organisation through talent management. Linking Talent management to performance allows organisations to pull reports. One can measure rating against the number of years one has been in that role and see who needs to be trained or promoted. One can also measure performance against potential. All this is quite difficult to achieve from manual calculations but an effective HR Software can assist in generating all this information.

  1. Learning and Development

This point feeds into the succession plan of the organisation. When a skills gap has been identified after performance appraisal, the next step is to apply measures to ensure gap filling. Employees can be sent for training to learn more about the area they are lacking in. Development also stands on its own. Development activities help employees prepare for their future roles within the organisation. Employees in an organisation should have the necessary skills for promotion. Organisations should come up with activities that can ensure the development of their staff.

Two questions:

  1. What is the status of your talent in your organisation?
  2. Is it by any means aligned to the business goals you are trying to achieve?

 

Read more

  • https://www.saba.com/blog/4-ways-organizations-can-connect-talent-strategy-to-business-strategy/
  • https://tdsolutions.org/training-and-development-news/aligning-talent-management-strategy-with-business-strategy/

 

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