9 Talent Management Keys Toward Digital Transformation and Your Self-Developing Organization
Multinational organizations will need intelligent and flexible tools and processes to recruit the best talent, get the best contributions from that talent, and manage and retain key performers, all according to regional/local customs and requirements. Leveraging the power of digital transformation and the self-developing organizations, a talent management software system can populate and then empower this digital connectivity and transparency, while encouraging employee self-development and collaboration.
The true first step toward achieving this optimization of your workforce and digital talent pool is through the collaboration of your HR and IT departments. Together, these stakeholders can partner to drive self-development and greater collaboration through the following principles, which will be discussed in deeper detail in the downloadable Gartner and Lumesse talent management newsletter:
1) Digitalization –Society in the developed world is already digitalized. You might as well tap in to this digital business model for the benefits of social and professional networking, talent community building, partnering, personalization, distribution and collaboration in everything you do, without forgetting the human touch. That is, you should continue to complement this digitalization with physical world interaction and people-to-people meetings of minds.
2) Community Networking – Get active in social and professional communities in an authentic way. Social media and the Internet of Things (IoT) should not be viewed as productivity drains; communities are popping up everywhere. Treat these as online ecosystems from which you can stretch to obtain value (new hires, ideas, innovation, and vision) and contribute and reciprocate.
3) Engagement – This is an outward-thinking philosophy that emphasizes your “customers,” whether they are paying clients, partners, candidates or existing employees. Use artificial intelligence (AI) to help you to personalize the experience, just as you would want your own experience personalized if you were seeking interaction, product or service online.
4) Adoption – Effective digital transformation requires some centralization and you can use integrated user interfaces and dataflow foundations to reduce the number of usernames and passwords your already-inundated producers, innovators, collaborators, and leaders have to remember. The UI also needs to deliver a user experience (UX) that is fun and familiar so the changing workforce and your venerable producers and leaders use the integrated tools.
5) Personalization –If you take example from Amazon, Facebook, and Google, AI is better at understanding our interests than the intuition of humans attempting to read between the lines. Personalized experiences through AI are not perfected yet, but they are getting better and it’s time to leverage them, inside your organization and out.
6) Learning and Development – Travel and classroom time can be expensive and inflexible. Why not use available technology to make learning content, training and other information available to your most-engaged, self-directed, self-developing employees?
7) Measurement–Measurement, and reporting are duties you must address, so why not have a talent management software system that brings all this data together? Data related to community, adoption, engagement, experience, contribution, efficacy and performance should (and can) be collected and used in decision making.
8) Frequent Rewards and Compensation – Traditional annual employee performance management is in need of a transfusion. The concept of fluid performance management empowers your organization to continuously engage and interact with your workforce from top to bottom. AI and automation can contribute to operational efficiency while capturing, developing and rewarding the best ideas coming from the trenches.
9) Succession planning / succession management – With the dialogue you’ve fostered through corporate transparency, centralized and community-oriented collaboration, self-direction, ideation, and measurement, you can gauge the next class of top producers, innovators, and leaders in your organization.
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