Talent Strategy

Ein neues Regelwerk für die Talente in Ihrem Team.

von | 21 Nov, 2022 | People | Culture | New Work

Was eine Talent Strategie auszeichnet? Sie konzentriert sich darauf, die Geschäftsstrategien der Unternehmen zu unterstützen und  voranzutreiben. Sie ist umfassend und beziehen sich auf strategisches Set-up und die Entwicklung von Team-, Bereichs-, Regional- und globale Geschäftsbereichen. Sie schafft Mehrwert und funktionieren außergewöhnlich gut.

Eine starke Talent Strategie kann dazu beitragen, dass Unternehmen keine Talente an ihre Konkurrenten verlieren, und stellt sicher, dass Unternehmen die Talente behalten, die sie bereits haben.

Aber wie kommt eine Organisation nun zu einer Talent Strategie? Und was muss hierbei alles berücksichtigt werden?

Talent Management ist ein wichtiges Element für jede Organisation, und eine gut geplante und umgesetzte Talent Strategie kann jeder Organisation Wettbewerbsvorteile verschaffen. Die beste Talent Strategie ist die Verbindung von Zielen der Organisation mit den persönlichen Entwicklungsbestrebungen ihrer gegenwärtigen und zukünftigen Mitarbeiter:innen. Eine Talent Strategie sollte beinhalten: Talent Akquise, Employee Value Propostion, Employer Branding, Lernen & Weiterentwicklung, Performance Management sowie Bindung von Talenten an die Organisation.

 

Die Formulierung einer Talentstrategie erfordert Sorgfalt und gemeinsame Anstrengungen von HR, Personal und Ressourcen Managern. Obwohl die Anforderungen und Bedürfnisse jeder Organisation einzigartig sind, gibt es einige „Must-Haves“.

Im Folgenden finden Sie einige dieser Möglichkeiten, um eine erfolgreiche Talent Strategie zu erstellen und umzusetzen.

 

1) Talent Strategie geht Hand in Hand mit Unternehmensstrategie

Der erste Schritt bei der Entwicklung der Talent Strategie besteht darin, den Recruting Bedarf zu optimieren. Manager müssen sicherstellen, dass dieser Bedarf mit den strategischen Zielen der Organisation übereinstimmt. Häufig werden Geschäftsstrategien basierend auf den aktuellen globalen Trends überarbeitet. Daher sollten Organisationen die spezifischen Fachkenntnisse und Fähigkeiten recherchieren, die die Belegschaft benötigt, um den aktuellen Anforderungen gerecht zu werden. Organisatiionen müssen also sicherstellen, dass sie über die richtigen Talente verfügen, um Ziele zu erreichen.

2) Formulieren Sie einen Karriereweg mit Multi-Skill-Building

Sobald geeignete Kandidaten eingestellt sind, müssen Arbeitgeber einen geeigneten Karriereweg formulieren. Einer der Hauptgründe für hohe Fluktuation und niedrige Mitarbeiterbindungsraten ist der Mangel an geeigneten Karriereentwicklungsmöglichkeiten.

Der traditionelle hierarchische Karriereweg bindet Mitarbeiter nicht mehr. Stattdessen können Organisationen Karrierewege quer („Lateral“) über verschiedene interne Funktionen hinweg ermöglichen. Dies wird den Mitarbeiter:innen helfen, neue Verantwortlichkeiten und Rollen zu übernehmen, und ihnen eine hervorragende Gelegenheit geben, ihre Fähigkeiten bei der Arbeit zu entwickeln und zu diversifizieren, wodurch ihre Leistung und Produktivität gesteigert werden.

3) Ermöglichen Sie eine positive Mitarbeiter Experience

Mitarbeiter Experience umfasst jede Interaktion, die im Lebenszyklus eines Mitarbeiters stattfindet. Daher liegt die Verantwortung bei der Organisation, eine positive Mitarbeiter Experience zu bieten, da dies eine bedeutende Rolle bei der Steigerung der Leistung und des beruflichen Wachstums spielt. Unternehmen können verschiedene Praktiken implementieren, die mit dem Zweck und der Kultur der Organisation übereinstimmen.

4) Implementieren Sie eine solide Nachfolgeplanung

Wenn ein „Schlüssel“-Mitarbeiter ausscheidet, entsteht eine Lücke in der Organisation, die dringend geschlossen werden muss, um Minderungen der Arbeits- & Prozessqualität zu vermeiden. Dazu braucht es eine solide Nachfolgeplanung als integralen Bestandteil der Talent Strategie machen. Andernfalls müssen sich Manager möglicherweise in letzter Minute des „Fire Fightings“ hingeben, um erfahrene, qualifizierte Ressourcen für die Besetzung der Position einzustellen.

5) Fördern Sie ein förderliches Umfeld am Arbeitsplatz

Ein förderliches Arbeitsumfeld ist entscheidend, damit Mitarbeiter:innen effizient und komfortabel arbeiten können. Wenn es ignoriert oder nicht eingehalten wird, wirkt es sich auf die Produktivität aus und führt zu Fehlzeiten und Fluktuationsraten. Daher ist es unerlässlich, dass Organisationen einen  Arbeitsbereich bereitstellen, um Produktivitätsprobleme zu vermeiden. Fortschrittliche Software und Tools ermöglichen, besser zusammenzuarbeiten, alltägliche Aufgaben zu automatisieren und vieles mehr, wodurch die Arbeitseffizienz gesteigert wird.

6) Fördern Sie vertrauensbildende und funktionsübergreifende Zusammenarbeit

Ein weiterer kritischer Aspekt, der in eine Talent Strategie aufgenommen werden muss, ist das Schaffen von Vertrauen und die funktionsübergreifende Zusammenarbeit. Eine funktionsübergreifende Zusammenarbeit ermöglicht es Mitarbeiter:innen aus verschiedenen Teams, zusammenzukommen und für ein gemeinsames Ziel zu arbeiten. Dies hilft dem Unternehmen, Kosten zu sparen, auf vielfältige Fähigkeiten zuzugreifen und den Wissensaustausch zu fördern. Dafür ist Vertrauen zwischen den Teams notwendig. Ohne vertrauensbildende Methoden können Konflikte und Unstimmigkeiten entstehen und Spannungen entstehen.

7) Monitoren und verwalten Sie die Mitarbeiterleistung

Die Steigerung der Qualität, Innovationen und Produktivität bilden den Kern einer Talent Strategie. Daher hilft das Monitoren und Verwaltung der Mitarbeiterleistung, die Effizienz der Mitarbeiter:innen und die Gesamtqualität der Arbeit zu verstehen. So müssen Manager basierend auf Kompetenzen und Fähigkeiten spezifische Ziele vorgeben. Manager müssen auch die KPIs definieren, um eine klare Vorstellung davon zu haben, was von ihnen erwartet wird.

Da Organisationen immer digitaler werden, sehen sie sich einem wachsenden Bedarf gegenüber, sich selbst neu zu gestalten, um sich agiler zu bewegen, sich schneller anzupassen, schnelles Lernen zu ermöglichen und die neuen beruflichen Anforderungen ihrer Mitarbeiter:innen anzunehmen.

 Wie bei jedem Versuch, eingefahrenen Mindset oder alte Praktiken zu überwinden, wird es Hindernisse geben, die im Weg stehen, um eine Talentstrategien der nächsten Generation zu entwickeln.

Hier sind ein paar der größten Herausforderungen:

  • Fehlender Mut, das „Business-as-usual“ aufzugeben
  • Fehlende Kompetenzen innerhalb der Personalabteilung, eine Talentstrategie umzusetzen
  • Unzureichende Aufmerksamkeit gegenüber äußeren Einflüssen
  • Unoriginelle Talentstrategien
  • Keine horizontale Ausrichtung von Talentprozessen
  • Versäumnis, die Auswirkungen der Kultur zu berücksichtigen

Großartige Talent Strategien sind ungewöhnlich, nicht weil sie schwierig zu erstellen sind, sondern weil sich ihre „Designer“ nicht auf die relevanten Ergebnisse und die fehlerfreie Ausführung konzentrieren, um sie zu erreichen. Bleiben Sie daher konzentriert und konsequent in der Ausführung. Machen Sie das Erreichen der strategischen Zwischenziele zum Haupttreiber für den Erfolg Ihres Teams.

Erhöhen Sie die Leistung Ihrer Organisation mit Ihrer Talent Strategie!

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