These days, talent management is buzzword for human resource managers. I would name it a newer version of human resource management system that is more people oriented. When you come to know about the need of an employee in your workplace, that’s the where point talent management starts and continues throughout the lifecycle of employees stay with your company. According to a research 83% CEOs recognize the need of changing their existing human resource management approach to a better talent management approach.
Here are three important steps you should adopt to make your talent management approach work perfectly.

1.       Find out the right fit:

33% of human resource managers consider this step as the most challenging part of their job. It’s tough for them because they spend most of their time in administering things rather than developing a workable strategy. Before you interview people, you should know what you are looking for. When you interview people analyze their behaviors rather than their skills. Look for people who can fit into your organization’s culture. They are the ones who stay with you for a longer period.

2.       Make sure they are growing

Once you find the right people, provide an environment which ensures their career growth. Provide a clear career path. People leave because they are not sure about their progress in a company. Talent management system focuses on managers to provide clear goals to their teams.  Clear goals are more related to business driven goals.

3.       Find out about their opinion about you

Do they really plan to go on with you even when they get the opportunity to switch? Talent management system is about living closer to your employees and getting their feedback about their work satisfaction.

At times receiving your employee performance reports can be a grievous moment of the entire year. It feels like a manager punching in your face, if they are quite a different from what you expected. If you ever have a chance to face similar situation, how should you be dealing with it?

1. Evaluate your major achievements and failures of the year. Be fair while you do it and put yourself in your manager's shoes. This is a better way to guide your expectations.

2. Once you get the report and find it unfair, don’t react immediately. Stay calm and easy.  Analyze the report and focus on the points you are offended off. Be open to the criticism and accept the factual things.

3. If you still believe it to be an unfair report, write a short summary of all the major achievements of the year and how it helped the overall organization to grow.

4. Do not just rush to the manager. Finish with collecting your thoughts, and wait for a good time to talk about it.

5. While you talk, do not make your temper flare. Stay calm while you talk and convey your message politely.

6. Try asking about the negative feedback and how your manager perceived it to be negative. May be that can justify the report.

7. At the end, agree upon a point of having formal and informal feedback on a regular basis.

If you have no goals, that means you are putting great effort to be miserable. To avoid things drifting aimlessly, you need to set clear goals for your employees. Perhaps, it's exciting when people achieve their goals. Whether the goal is to read something informative or to listen to some exciting music or to make 10 sales per day, its always energizing to gain with effort. A manager needs to focus on  goals management .

1. Write it down

Try to explain it to yourself by writing it down. Give complete details to the employee and define scope. Look all over it so that you don't miss any important information.
 

2. Convey your expectations clearly

People don't know what is going on in your head. If they do not meet your expectations, they are not accountable for it. You are responsible for making them clear about the required results. Tell them what is expected of them.
 

3. Let employees ask question

when you are done with your part, give them time to ask if there's any ambiguity. Clear their doubts and discuss things until its transparent.

4. Review the progress

Don't forget to review the progress. It helps to keep employees alive and well. It also helps them to be confident about being on right track.

5. Act as a role model

Lastly, being a manager you need to need to possess the qualities you think your employees should have. You need to be someone worthy of imitation. Set goals for yourself, exhibit a great success and let them know the secret of your success.

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