EMPHASIS ARE BEING LAID ON HOW PEOPLE TREAT OTHER PEOPLE ESPECIALLY WITHIN THE WORKPLACE AND THIS COULD TRANSLATE INTO A MAKE OR BREAK SCENARIO.
Truth is, no one wants to be treated poorly and everyone wants some form of guarantee and security. When you begin to treat people without any level of respect or utter disrespect they tend to leave you. Employers need to understand that the motivating factor for one to come work with you isn’t always money but whatever the case may be, they are giving of themselves (knowledge and expertise) to deliver value to your organization. This therefore means that both employee and employer are working with hands intertwined to achieve each others dreams (goals). This is where talent management becomes extremely important.
Talent Managers formerly known as Human Resource (HR) has evolved from being the police of the office (tracking and punishing people defaults) to actual people management (showing concern for staff). Many organizations have a problem with turnover rate and they are currently plagued with the curse of trying to drastically reduce it.
Also, the issue of skills gaps recognised in some organisation has become even more vital as the shelf life of certain skills decreases. Identifying, monitoring, assessing and most importantly, closing skills gaps have become talent developers chief concern.
The need to keep learning has also become imperative for talent managers to address. In a world where none of us have any time, it turns out what we really want is a self-directed learning experience. Online learning means that employees have to take responsibility for their own learning journey, they choose what they want to learn and when to learn it. According to the report, over 40% of Gen Z and Millennial learners and 33% of Gen X and Boomer learners long for opportunities to create their own goals and choose their own learning content that will help them achieve those goals - Bizcommunity.
In a nutshell, the Talent Manager’s new age responsibility is to not only boost employee retention but also to increase value derived from employees by recognising skill gaps and recommending appropriate measures such as trainings to fill it.