Talent Management is about the ‘HR stuff’ we have been doing… with a lot more focus on the CLARITY of WHY we are doing what we do. This includes knowing:
- Where we are heading as an organization (business purpose & goals)
- How we want to head to where we want to go (our being, our attitude. The way we do thing here).
- Where we are now (strengths & gaps in between ‘now’ and desired business purpose & goals)
- What do we need to do (What initiatives are most suitable for this organization to close gaps and leverage strengths to meet the goals. How. Including including initiatives in Recruitment, Deployment, Development & Retention)
- How we are progressing (measurements of performances and results)
In short, CLARITY of knowing WHY requires us to search deep within ourself (or organization), to identify our purpose, and unique success factors. Yes, it requires lots of soul searching, and hard-BRAIN work.
To do that, NEW skills required of any Talent Strategist are: business acumen, market savvy, financial acumen, strategic planning, analytically skills, project management, risk management, marketing (influencing)… all of these on top of the technical HR know-how. It is very similar to what every CEO needs to know.
Now… that also means, a Talent Strategist cannot be an ‘order-taker’, but leads the directions of capitalizing organizations investment in Human Capital, and manage the ‘risk’ of doing so.
