5 keys to good talent management in the company

Some fundamental principles for knowing how to manage talent in Human Resources.

Within the umbrella of the concept of "company" there is a great diversity and complexity that is usually 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. After all, the raison d'être of this type of organization is the division of labor: each function is carried out by experts in that field, and no single person can do everything at once.

It is therefore essential to know how to manage talent well within any company. Failure to do so means losing work capacity, either by losing professionals who contribute a lot of value, or by not knowing how to take advantage of the skills of those who are already part of the workforce. That is why, throughout this article, we will see what are the main keys to talent management in the context of the company. the main keys to talent management in the context of the company..

Talent management in the business context

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

1. Identify key training areas

One of the characteristics of talent is that it is composed of latent traits in people.. In most cases it does not express itself in very conspicuous ways, but in subtle ways, since the person has not had the opportunity to be trained.

On the other hand, when developing training programs, it is essential to know how to orient them to specific objectives and how to generate a positive impact for as many people as possible within the target group. and capable of generating a positive impact for as many people as possible within the target group. Failure to do so not only wastes time and resources, but also generates discomfort and gives rise to a bad working environment.

2. The importance of long-term projects

In order to maintain the ability to retain talent in the workforce, it is necessary to offer the possibility of participating in long-term projects.In order 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 that are indiscriminately addressed to everyone and that cannot be fulfilled; it is necessary to look beyond the idea that the only reason people are in their jobs is because they hope to climb up the organizational chart. There are other ways of approaching an exciting project, and knowing how to explore them is part of what distinguishes the best experts in Business Management and Human Resources.

3. Creating job profiles

It is not all about finding the right person to perform a certain function; often, the most crucial thing is to know how to think about the position to be filled, designing 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 head of another department to approve the use of a graphic element every time you want to develop a design can ruin work that would otherwise be satisfactory.

That is why it is important to pay attention to these warning signs in order to check these possible failures and promote changes in the organization of work.

5. Taking advantage of the technological potential

There are different technological tools capable of taking talent selection and retention to another level. For this reason, it is not only necessary to know how to use the most it is not only necessary to know how to use the most commonly used ones, but also to be aware of the latest changes introduced in the market..

Are you interested in training in this field?

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

This specialization program, which is 75 ECTs credits, is composed of internships in companies and two blocks that can also be taken separately as a postgraduate course: University Expert in Talent Selection and University Expert in Training, Personal and Organizational Development. 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.

In addition to the internships, carried out in leading companies in their sector, 80% of the graduates get paid extracurricular internships. For more information about this Master's Degree and to see its contact details, go to this page.

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

This Specialization Diploma is aimed at all those professionals who want to be trained in specialized competencies in the field of talent management with which to improve their results.

The course has a duration of about 800 hours of online work, consists of 32 ECTS credits and has a price of 960 Euros paid in a pre-registration 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 upon authorization by the Commission of Proprietary Teachings.

Bibliographical 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). Psicología del Trabajo y de las Organizaciones - Aproximación Histórica. 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). La estrategia del talento, Bs. As., Editorial Paidós.