AUGUST 2018HR TECH OUTLOOK 19Leveraging Talent for Organizational SuccessTalent Management as a business process is at a crossroads. Maybe calling it "Talent Management" is partly the issue. When something is managed usually it means that it is being controlled, and most will agree controlling the workforce is exactly what Talent Management is not about. It is about giving the workforce what they need to help themselves and the organization succeed. Talent processes today need to focus on assessing employees and their skills and abilities, recognizing their contributions and developing them so they have what is needed to meet the organization's goals and objectives. A recent study conducted by The Starr Conspiracy revealed that 46% of HCM Technology buyers believe the traditional performance review is a waste of time. How much of this is due to how the technology drove a process and not the actual act of conducting a review?The focal performance review process was in great measure developed by the Talent Management software vendors who found an underserved market as HR was looking for tools to help them become more strategic. However, these processes were developed 18 years ago from a mindset that did not have the information about how people communicate today. The goal of the Talent Management application suite was to automate a cumbersome manual paper process. There was no text messaging, Facebook, Twitter etc. 18 years ago and no one knew how quickly instant feedback would be adopted in the workplace, let alone the proliferation of digital technology.New processes and technology are needed for the new way of working and communicating. According to Mercer's 2018 Global Talent Trends study, today's workers expectations differ than workers 10+ years ago. They expect their work to be meaningful, expect to obtain continuous feedback and expect their employers to give them development opportunities that allow for personal and professional growth. The challenge faced by every HR Leader is how to blend the worker expectations and organizational needs to deliver a process that works for both with supporting technology. The new trend is for talent review processes and supporting technology to contain the following components:· Catch them at being good ­ at the moment feedback is most impactful: People learn what to do and how to behave based on feedback they are given. The longer the time between the event and the feedback, the lesser the message or impact of the feedback. When an employee does something good, recognizing this immediately both reinforces the behavior and rewards the behavior. Managers need to become good at giving positive feedback. Mobile CXOInsightsJacqueline Kuhn, Executive Vice President HCM Consulting Services, HRchitectBy
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