So what are all the components of managing people from an HR perspective?<\/p>\n
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- Recruitment<\/li>\n
- Performance management<\/li>\n
- Career development<\/li>\n
- Succession planning<\/li>\n<\/ul>\n
In other words, the management of people coming into the organization and management of them while they are with the organization.<\/p>\n
These areas of people management are clearly some of the hardest to do well. Often we don\u2019t give managers the training to help them to do it well or effectively. Managers need to have good supervisory skills and be prepared provide honest, open, two-way conversations in order to manage their talent.<\/p>\n
One of the most critical parts of talent management is providing feedback in the most constructive manner. I recently saw an article that claimed the most unpopular HR tool is the performance appraisal.\u00a0 My first reaction was shock as I believe performance feedback and management is the key component to developing a relationship with employees and allowing them to develop and thrive.<\/p>\n
On reflection, I thought of all the people who either dread receiving a performance appraisal or those who dread writing and leading them.\u00a0 The process to prepare feedback is often time consuming, and the meetings can be difficult and emotional. But often, when the more difficult conversations are done well, they result in the best working relationships.<\/p>\n
So why was my colleague so interested in understanding talent management?\u00a0 Because he had met with multiple organizations who were asking to find a solution to outsource their talent management. He figured he has misunderstood the term talent management.\u00a0 Instead of outsourcing Talent Management perhaps what they are looking to find is management skills training.<\/p>\n
If we employ human beings as our manpower and all the good that comes with great people, then we need to provide managements staff the skills to manage them directly and embrace the most challenging part of being a Manager.<\/p>\n
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