Thursday, January 11, 2007

Link Performance and Talent Management

Most organizations seem to have minimal linkage between the employee development goals agreed at the end of the performance review and talent management handled by the training teams throughout the year. Any attempt to link the two is either met with resistance from the employees (for example, line managers might not consider this activity important enough to allocate time) or is too complex to handle operationally (for example, it might be tough to come to an agreement on various overlapping human resources and training policies).

I find this situation surprising. Development goals seem to be one of the most viable inputs for drawing up training plans especially since employees are typically more motivated to pursue these goals. To the set of trainings thus identified, if we map the trainings specific to the account competency development plan, we have a unified training plan for an employee for that year (or any duration specific to the organization).

The above training plan integrates the employees individual development goals with the organizational competency development plan. As a result,
I can bet it would help improve employee learnability and overall motivation. The organization would correspondingly enjoy improved productivity and hopefully lesser attrition.

4 comments:

Anonymous said...

I find it strange that performance and talent management should not be linked...it just doesn't make sense...

Prashanth said...

Large enterprise customers are demanding better integration between Performance and Learning. As of now, I have not seen too many effective implementations of performance management systems. All the systems do at this time is to make the individual aware of his or her relative position in the company. That is a good thing. At least the employee will know others [who call the shots] think of his or her performance.

The term 'Talent Management'is used by enterprise software companies to refer to a collection of software modules that cover Learning Management, Performance Management, Recruiting and Succession Planning.

Anonymous said...

Good thought! Performance Mgmt System has become more of a way to determine / justify (!) the variable salary or the hike for an employee rather than focusing on the development needs. This is not a healthy trend. Employees and managers tend to cover up the developmental needs rather than bring it to focus.

vishnuprasath said...

Everyone will have a dream of getting a good job that they love, but not everyone will get right place to work. There are many ways to find job openings get into a good job, some try those things and some won't. This is because they are not aware of it.