To identify talent, it is important that the company knows itself well. It is essential that every so often the company carries out a self-assessment to be clear and very aware of its objectives, its values and its strategy. From this, the most appropriate organizational design can be defined. It should be clear and accessible to all the people who are part of the company. The optimal design avoids creating duplicated tasks and eliminates unnecessary tasks. It also specifies everyone's responsibilities and identifies talent within the organizational chart. This self-awareness of the company also helps to select the correct talent for each responsibility.
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Talent development starts from the first day a person joins the company. A good welcome is vital for the person to feel part of the team and be happy at their job.
Next, it is important to remember the importance of having a good onboarding plan in place, as talent development starts from the first day the person joins the company. A good onboarding is vital for the person to feel part of the team and be happy at their job. After the onboarding plan, it is important to monitor the person to detect their strengths and areas for improvement. In this way, it is possible to detect their skills to enhance them and, at the same time, investigate options for working on points of improvement.
To preserve talent, it is important that the company offers benefits to people, such as training courses or the possibility of flexible working hours. It is also necessary that the financial retribution is adequate, although this factor is not usually the differentiating factor. The differential factor in preserving talent is that the person feels professionally fulfilled as part of an exciting project, a project that is alive and has a future, that motivates people every day they go to work and that they can feel is theirs, both today and in the future.
