Talent development

Talent development in an organization is nothing more than seeing the employee not only as a productive workforce that brings profits to the business, but as a human being who has his particularities and behavioral potential.

Generally, the development of talents is carried out based on people management , a methodology based on the premise that technical skills are also fundamental characteristics of an employee, but none of them is able to replace their life baggage, family and psychological structure for let him be a complete professional.

Talent management strategies and actions come from the HR sector, but they don’t just stop there. It is necessary that they also include the other managers and leaders of the organization. Thus, it is easier to align the development of teams through motivation and engagement strategies , according to the behavioral profiles of employees.

Importance and advantages of Talent development in the company

Based on the premise that human capital must be the main priority in companies so that they can grow, it is essential to understand their individualities, through behavioral profile mapping, offering opportunities for it to grow along with the business.

In addition, when management provides an inspiring work environment for employees, with good leadership, an organizational culture with clear objectives, a motivating organizational climate, among other actions, it provides a unique experience for the professional.

Thus, with motivated and satisfied employees, this positive impact on the team will directly reflect on the satisfaction of the final consumer, bringing the best results to the business.

Also, a company that knows how to develop its talents, transforms its employees into “propaganda boys” for the brand . That’s because they will speak well about your brand to friends and family, in addition to spreading on their social networks all the actions promoted for your well-being and professional development.

What does it take to have good talent development?

A few years ago, the Human Resources area was only linked to administrative, financial and bureaucratic processes. With the technological development of the sector, better known as RH 4.0, tools and software emerged that enable the collection and analysis of data, optimizing various processes, such as recruitment and selection, evaluation, training and development of its professionals.

Thus, the benefits of all this evolution for the sector are stronger tools for attracting and retaining talent , which allow a change in the view of the best professionals in the market on decisive factors for them to choose your company to work for.

Main challenges in developing talent

Unfortunately, many companies still do not pay attention to the importance of putting their employees first so that the business can grow and evolve in the market.

Furthermore, because most of these organizations still have a traditional organizational culture in a cast, they do not invest in technologies that optimize the most bureaucratic processes and make it easier for the HR sector, for example, to have more time to focus on what really matters within the company: people.

Therefore, another challenge faced by organizations that do not invest in data-based talent management is the difficulty of recruiting professionals who are truly qualified.

This is because, as many of the professionals in the market today are from the millennial generation, that is, born at the turn of the 20th century, it is essential that technology is rooted in the organization’s processes so that it becomes attractive.

And when we talk about technological investment in organizations, unfortunately, Brazil lags behind in relation to many countries.

A recent study , carried out by the National Confederation of Industry (CNI) and the Portulans Institute , in which these institutions point out proposals to promote innovation and technology in Brazil, in what they call the “Index of being ready for the future” , Brazil is in 44th place among the 47 countries studied.

The survey also highlights how investment in technology and innovation is directly related to levels of competitiveness. In this sense, while countries like South Korea and Israel invest around 5% of their GDP (gross domestic product) in this area, Brazil invests only 1.3%.

Therefore, we can prove how much a change in our country’s culture is still needed to understand how essential it is to optimize processes so that both companies and society can grow and evolve.

How to develop talent within the organization?

Thinking about helping you to make your HR more strategic, we have separated some other talent development actions that can be used in your company. Check out!

1-Map and analyze behavioral profiles

In times of uncertainty in organizations, due to the economic crisis brought by the Covid-19 pandemic, management by behavior becomes even more essential. In this scenario, having software with data intelligence enables HR to obtain information and take assertive actions to motivate and engage the team’s talents.

One of the most important data for talent management to be developed is the behavioral profile. It is through them that managers and leaders are able to better understand the impacts that a crisis can have on their employees.

Thus, by understanding and correctly reading these data, it becomes possible to create resources to encourage and motivate employees, regardless of the reality that the company is experiencing.

In addition, by listing the risks and opportunities that each behavioral profile offers us, it is possible to develop predictive actions to keep talent engaged and productive .

2-Monitor productivity with solid data

Through HR software, the sector manages to gather in a single platform the main metrics that a good management needs to obtain and monitor. Thus, HR, together with managers and leaders, can identify the organization’s current levels of productivity and turnover.

In addition, with the management tools, it is easier to carry out organizational climate surveys and performance evaluation. In this way, managers and leaders can identify possible “gaps” in the team.

Likewise, with this data in hand, management is able to be more assertive in choosing career development strategies for professionals and also specific training, increasing employee motivation and engagement.

3-offer feedbacks

It is only possible for a professional to know that he is being really developed when he receives feedback about his actions and behavior. Therefore, the practice of feedback becomes essential in talent development.

Sometimes, when the contributor is called for feedback, he ends up panicking and feeling unmotivated. Therefore, it is essential that this practice is carried out in a constructive and balanced way, while also emphasizing the professional’s positive points.

In addition, constructive feedback must also point out measures, solutions and actions to be taken so that what is not working is corrected , adding even more knowledge and professional and personal maturity to the talent.

4-Insert flexible benefits

This is a subject that is currently in evidence in the business market. With the arrival of the new coronavirus pandemic, companies were forced to review its benefits.

Thus, with the vast majority of employees working in a home office, to protect themselves from the virus infection, the transport voucher or fuel voucher is no longer essential.

Thinking about the well-being of employees in remote work, one of the benefits most offered at the moment are: ergonomics assistance and home-office assistance. This is because, with professionals working directly from their homes, the cost of water, electricity and internet has increased.

In addition, not all people had the necessary infrastructure to carry out their activities, such as an ergonomic chair and a desk.

So, offering flexible benefits is a key part of the employee’s comfort and motivation , providing all the necessary physical structure so that he does not feel hindered in developing his work at home.

5-Ensure training

Even though technology had already transformed the way people qualify , at this time of pandemic, it has become even more fundamental.

Electronic learning, also well known as e-learning, has proven to be a way of learning and updating so that employees continue to keep informed of the new demands of their positions, ensuring the company’s productivity and competitiveness in the market.

In addition to the savings with on-site training that often demand space and equipment rentals, remote training offers a more dynamic learning experience. Furthermore, the employee feels more relieved for being able to qualify in the comfort of their own home, not exposing themselves to the risk of contamination.

6-Develop leadership

Through a human resources management platform, it is possible to recognize and compare the skills of high and low performance professionals in the company, facilitating the identification and development of leaders .

Thus, the organization will not need to look for leaders in the market , as, with data on the behavioral profiles of its employees in hand, it will be able to give growth opportunities to talents who are already aligned with the culture and values ​​of the business.

Likewise, employees will feel more motivated and engaged in giving their best, as they believe they can really grow in the company.

7-promote diversity

One of the most beneficial talent development strategies within a company is to have an environment with employees with the most different thoughts, cultures, ethnicities and opinions.

It is worth remembering that a company that bets on diversity is not only one that seeks to comply with legislation in relation to PWDs, but it is essential that the organization seeks representation compatible with the cultural diversity of the population and the plurality of the workforce.

The result of all this diversity is a team full of values ​​and respect for differences through the exchange of the richest experiences in the organizational environment . In addition, you will be contributing to the development of your talents both as professionals and as individuals.