Thanks to Andy Gebavi, Principal Consultant with Knowledge Infusion for this post.
At Knowledge Infusion, As we work with organizations to help them develop Talent Management technology strategies, we���re often struck by the fact that most organizations are only seeing one side of the talent management coin ��� the organization-focused side. They start out wanting to focus on workforce planning, succession planning, and talent acquisition. These are all are important processes, but they only represent one side of the picture. We help them realize that individual-focused processes are just as important (if not more so) than the organization-focused processes. The individual-focused processes we ���zero in��� on are performance management, career planning, learning & development, and talent mobility.
Organization-Focused Processes
Workforce Planning* Succession Planning* Organizational Learning & Development* Talent Acquisition
Individual-Focused Processes
Performance Management* Career Planning* Individual Learning & Development* Compensation* Talent Mobility
Only by focusing holistically on both the organization-focused and individual-focused processes, as well as a strong foundation of competencies, can organizations achieve the visibility they require to manage their talent inventory.
For example, on the individual-focused side of the coin, if organizations don���t assess individuals through a well-developed performance management process, they cannot gain the visibility into their workforce necessary to develop or acquire the talent necessary to meet their business goals.
On the organization-focused side of the coin, if organizations don���t have robust workforce planning processes, they have no visibility into how their current workforce matches up to their talent needs. Without a holistic approach, talent acquisition becomes a bit of guessing game designed around filling requisitions rather than closing talent gaps.
Another infusion of knowledge....
