The longer your company remains without an optimized system of talent management, the more obstacles can be expected on your way to gain the necessary talent to fulfill your business objectives. Talent Management website brought some practical advice on what to consider when building your talent management system.
Evaluate current gaps and document your requirements and objectives
Start with evaluating the current system of talent management within your company using feedback from your recruiters, managers and employees. In addition to the processes that do not work and need changes, document also the processes that work well and should continue.
Discuss options with your current talent management solution providers
Present your findings to the providers and determine whether they can correct the deficiencies detected. Ask for clear written commitment of how and when they will arrange the necessary changes.
Do not look for providers but partners
In the development of your talent management strategy, focus on building long-term relationships with prodiders. Present your problems, requirements and objectives to potential new partners and ask for writen commitments again. Real partners should agree on penalties for any failure to comply with the objectives.
Negotiate price to minimize the immediate financial impact on your company
The budgets of many HR departments have been reduced, which is making it difficult to make single larger investments. Try to negotiate the possibility to spread at least a part of the price for implementing the system into several periods during the course of the project. Carefully focus on negotiating the conditions for the case of termination of the contract and data transition.
Prepare a business case for top management
After identification of the potential partners you can start processing the business case to present the proposed changes to your top management. Be open and focus on the benefits introducing the new strategy.
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