Talent management innovation can only be achieved via innovative leadership, integrated process and creative & self-driven employees.
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technologies, and updated methodology to invest talent wisely: The traditional hiring or training programs are often outdated due to silo thinking and overly rigid processes which stifle innovation.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
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