Career Management - Talent Bank
” For the development of our company, it is a key issue to retain valuable specialists and to plan their careers. Why do we not have career management in place with our company?”, the senior management often criticise the company’s HR managers, and, let us admit it, not without due reason.
A great deal of effort, time and money is used to plan our resources, both on the material and human side. For machines and tools, a detailed plan is made to protect and maintain them in order to make their operation long and profitable.
Why do we not devote so much energy to our specialists? We do pay attention to careful selection and continuous training, but we do very little to retain and motivate them.
Current practice
Career management – For planning careers, no established method or practice is in place with most companies. A few companies, mostly international ones, make attempts at it, which mostly means implementing the foreign method, but development of career management and the maintenance of the system are most frequently omitted.
This is what the “Talent Bank – Career Management” method of Develor’s Consulting business offers support and help with.
Career management – Talent Bank / to identify values
Company HR has a key role in determining and managing the values of human resources and our specialists, and in managing their careers.
Using our method of career management facilitates objective measurement of the value and talent of the specialists within the company in their current jobs, and is able to provide an accurate forecast about the expected behaviour and performance in a higher position or in one that entails more responsibility.
Talent bank – to preserve values
The efficiency of our incentive systems considerably depends on the extent it is able to motivate employees in a ”customised” way, and to meet our talents and the expectations of our experienced specialists.
Why is adoption of career management necessary and useful?
For the company:
- Employees’ professional knowledge and experience, as well as the high competency levels represent the most important value to a company.
- Using our method, the company is capable of identifying the values of its human resources at the level of individuals.
- The efficiency of the company’s system of motivation and incentives improves.
- The system of development and training can be worked out purposefully, determining the way and methods of developing certain competencies to enable our talented specialists to achieve high performance in higher positions that entail more responsibility.
- The efficiency of using training costs improves.
- The quality of the company’s internal selection system significantly improves.
- The currently employed talented specialists can be prepared in a systematic, purposeful and timely way for filling in higher positions with the use of our career management method, which may considerably reduce the costs of recruitment and selection.
- Innumerable positive effects brought about in the corporate culture, which result from the fact that the company is mindful of its talented employees, and appropriately motivates and develops its valuable specialists.
For employees participating in the career management programme:
- Talent fostering and career management programmes raise employee commitment and motivate higher performance.
- The employee’s professional value and esteem grows in proportion with increased professional and managerial competencies and the company’s performance.
- Employees feel the necessity of individual development, and may train themselves purposefully, seeing the point of training and education.
- The employee’s self-confidence grows, allowing for long-term planning for the future.
Related consulting services by Develor:
Job evaluation system
Motivation, incentives
Business and managerial training courses
