Thursday, August 18, 2016

“Talent Master” Book Conclusion: Talent Management Innovation

Talent management innovation can only be achieved via innovative leadership, integrated process and creative & self-driven employees.

Digital is the age of people, people are always the most valuable human asset and capital investment in any business, but often the weakest link in Digital Transformation as well. The static and often “one size fit all” traditional talent management and performance management have obvious weak spots to manage increasingly dynamic digital workforce today. It’s strategic imperative for top business leaders and talent managers to see talent from different angles, ask insightful questions to understand talented people profoundly. And it's equally important for digital professionals to keep digital fit, enforce digital creativity, build digital intelligence, improve digital professionalism, and unleash their full potential. The book "Talent Master - 199 Questions to See Talent from Different Angle" is to fit such a purpose. The goal of Talent Management innovation is to build a creative working environment, encourage change and inspire innovation, with the ultimate goal to maximize the future potential of the business as well.

Leveraging the advanced digital mindset, the latest digital technologies, and updated methodology to invest talent wisely: The traditional hiring or training programs are often outdated due to silo thinking and overly rigid processes which stifle innovation. There is too much focus on searching for static knowledge and maintaining the cost, not done enough to identify growth mindset, capture insight and build talent competency for the business’s long-term strategy. Talent managers should have an in-depth understanding of people as “WHO they are,” develop them, growth them and well-align their career goals with strategic organizational goals to achieve business prosperity. It should also focus on improving employee engagement so they will put extra effort for solving problems creatively and delicately.

Accelerate employees to the top of Maslow’s pyramid: According to Maslow, once a person has fulfilled a need for one layer, they will move up the higher level. If you are going to motivate people, besides compensation, fair and consistent talent management should be in place, acceptance, appreciation and affiliation can attract talent to have the sense of belonging. It is the time to build a meritocracy culture, the talented people can achieve success based on their capability and hardworking. There needs to be a better appreciation for insight and problem-solving abilities, to examine a situation from multiple angles and develop new approaches for the old problems. At the digital era, the new generations of workers pursue freedom, independence, and autonomy, at the highest level, to find meaning, purpose, and mastering of work, so talent management should accelerate such changes and digital transformation.

Encourage cross-functional communication and collaboration: Digital is the age of innovation, which is not only about connecting the dots within a functional box but often more effectively across the functional boxes, even across businesses and industries. Hence, people have to work more closely with other functions in order to provide tailored talent solutions across business ecosystem. To innovate talent management, IT and HR should work hand-in-hand to manage information and knowledge, analyze talent trend and capture business insight, then coupled with the personal touch, engagement, resolution, and development can follow. There is an increasing strategic importance of talent management innovation and how some HR processes need to be transformed into digitized business processes which underpin innovation capability of the organization. The goal is to accelerate digital flow: mindflow, information flow, and knowledge flow, the best and brightest talent bring wisdom to the workplace and beyond.

Talent management innovation can only be achieved via innovative leadership, integrated process and creative & self-driven employees. The organizational talent management, performance management, knowledge management and culture management need to be integrated into a holistic people management solution in order to build a cohesive digital capability for adapting changes, improving employee satisfaction & productivity and unleash talent potentials as well as the collective human potentials of your organization and our society.

"Talent Master" Book Conclusion: Talent Management Innovation"Talent Master" Book Chapter 5 Introduction: Digital Potential
"Talent Master" Book Chapter 4 Introduction: Digital Professionalism
"Talent Master" Book Chapter 3 Introduction Digital Creativity
"Talent Master" Book Chapter 2 Introduction Digital Intelligence
"Talent Master" Book Chapter 1 Introduction Digital Fit
"Talent Master" Book Introduction
"Talent Master" Book Summary Blog
"Talent Master" Book Slideshow 

"Talent Master" B&N Order Link


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