5 keys to good talent management in the company

Within the umbrella of the concept "company" there is great diversity and complexity that, normally, it is a challenge to manage.

Companies (not sole proprietorships) are systems whose dynamics make it necessary to coordinate several work areas that, in many cases, are very different from each other. Ultimately, the reason for being of this type of organization is the division of labor: each function is carried out by experts in that field, and there is no one person who can do it all by the time.

Therefore, it is essential to know how to properly manage the talent within any company. Not doing so means losing work capacity, either by losing professionals who add a lot of value, or by not knowing how to take advantage of the skills of those who are already part of the staff. That is why, throughout this article, we will see what they are the main keys to talent management in the context of the company.

• Related article: "Work and organizational psychology: a profession with a future"

Talent management in the business context

These are the basic principles of talent management in the business world; taking into account that each organization is unique and has its own characteristics and needs, they can be applied to most cases.

1. Identify the main areas of training

One of the characteristics of talent is that it is made up of latent traits in people. In most cases it is not expressed in very striking ways, but rather in subtle ways, since the person has not had the opportunity to train.

On the other hand, When developing training programs it is essential to know how to orient them to specific objectives and capable of generating a positive impact for as many people as possible within the target group. If this is not the case, not only is time and resources wasted, but also discomfort is generated and a bad work environment arises.

2. The importance of long-term projects

To maintain the ability to retain talent in the workforce, it is necessary to offer the possibility of participating in a long-term project.

Obviously, this does not imply making promotion promises directed indiscriminately for everyone and that necessarily cannot be kept; You have to know how to see beyond the idea that the only reason people are in their jobs is because they expect to be able to climb positions in the organization chart. There are other ways to raise an exciting project, and knowing how to explore them is part of what distinguishes the best experts in Business Management and Human Resources.

3. Creation of job profiles

Not everything is finding the right person to perform a certain role; Many times, the most crucial thing is knowing how to think about the position to occupy, design the role of the professional that is needed.

4. Sensitivity to know how to review the workflow

Sometimes, the potential of the most talented workers is wasted because they remain in a workflow that does not make sense. Something as simple as having to wait two days for the person in charge of another department to approve the use of an item graphic every time you want to develop a design can ruin a job that in other circumstances would be satisfactory.

So it is important to know how to pay attention to these warning signs to review these possible faults and promote changes in the organization of work.

• You may be interested: "Burnout: how to detect it and take action"

5. Taking advantage of technological potential

There are different technological tools capable of taking talent selection and retention to another level. Thus Not only do you have to know how to use the most used, but also be aware of the latest changes in the market.

Are you interested in training in this area?

If you are considering dedicating yourself to the world of Human Resources and want to train in this field of work, an option that may interest you is the University Master's Degree in Talent Selection and Management at the University of Malaga, which launches its sixth edition this year.

This specialization program, which is 75 ECT credits, is made up of internships in companies and two blocks that can also be taken separately as postgraduate: University Expert in Talent Selection and University Expert in Training, Personal Development and Organizational. In addition, it is driven by a teaching team dedicated mainly to the context of large companies: Telefónica, El Corte Inglés, Leroy Merlin, Randstad, and more.

Beyond the internships, carried out in leading companies in their sector, 80% of the graduates get paid extracurricular internships. To see more information about this Master and see their contact information, go to this page.

On the other hand, the UMA also organizes the training program "Diploma of specialization in attraction, recruitment, evaluation and retention of talent", directed by Antonio González Hernández, one of the most recommended and up-to-date in his field of intervention.

This Specialization Diploma is aimed at all those professionals who want to train in specialized skills in the field of talent management with which to improve your results.

The course lasts about 800 hours of online work, consists of 32 ECTS credits and has a price of € 960 paid in a pre-enrollment period and two enrollment periods.

The main requirements for access to the Diploma are: Possession of a Bachelor's Degree, Diploma or University Degree, possession of more than 2 years of Demonstrable experience in the field of Human Resources or possession of a foreign degree with prior authorization from the Education Commission Own.

Bibliographic references:

• Maugans, C. (2015). 21st Century Human Resources: Employee Advocate, Business Partner, Or Both?. Cornell HR Review 1-4. Business Source Complete.
• Vázquez Beléndez, M. (2002). Work and Organization Psychology - Historical Approach. University of Alicante.
• Radhakrishna, A. & R. Satya Raju. (2015). A Study On The Effect Of Human Resource Development On Employment Relations. IUP Journal of Management Research 14.3 (2015): pp. 28 - 42.
• Schlemenson, A. (2002). The Talent Strategy, Bs. As., Editorial Paidós.